I 摘要 随着经济社会的发展和进步，社会成员逐渐由单位人转变成社会人，社区工作的 重要性越发凸显，“有事找社区”已成为百姓生活中的共识。我国社区建设起步较晚， 现代化社区建设近 30 年来，虽然进行了不断的改革和调整，但是如何塑造一支素质 高、专业强、能力突出的社区工作队伍仍然是社区管理中的关键问题，因此积极探索 社区绩效管理水平，提高工作积极性，留住优秀人才，方能更好的为居民服务，才能 充分发挥社区的作用，实现社区又好又快发展。 本文以西安市雁塔区 K 社区为研究对象，通过对社区人员绩效考核的问卷调查， 分析 K 社区绩效管理现状，发现存在的问题及原因。在针对性的改进方案中，首先， 将社区人员划分为管理岗和普通岗进行工作说明书的编写，根据各岗位工作内容，选 取管理岗和普通岗的关键绩效指标，并对各级指标权重科学赋值。其次，运用 360 度 绩效考核法对考核主体合理设置，调整考核周期，加强普通岗的日常考核，对管理岗 采取年度考核，编制考核评分表，引入考核反馈与申诉机制，丰富考核结果的应用。 最后，对改进方案的执行提供了保障措施。 通过改进社区工作人员绩效考核体系，为 K 社区工作人员的绩效考核提供了支 持，对促进社区工作人员及社区整体绩效的提升具有积极的意义，为绩效考核的广泛 应用开辟了新的途径，对其他社会组织绩效考核实际应用提供了借鉴和参考。 关键词：社区工作人员，绩效考核，关键绩效指标西北大学硕士学位论文 II ABSTRACT With the development and progress of the economy and society，members of society have gradually changed from individuals to community people, the importance of community work is becoming more prominent , please contact the community for any assistance has become a consensus in the lives of the people. The construction of community in China started late. Although the modern community construction has undergone continuous reform and adjustment in the past 30 years, how to build a community work team with high quality, strong professionalism and outstanding ability is still a key issue in community management. Therefore, actively exploring and improving the level of community performance management has far-reaching significance for achieving community development goals. This paper takes K community in Yanta District of Xi'an as the research object. Through the questionnaire survey on the performance appraisal system of community personnel, this paper analyzes the status quo of K community performance management and finds the problems and causes. In the targeted improvement program, firstly, the community personnel are divided into management posts and ordinary posts to prepare the work instructions. According to the work tasks of each post, the Key Performance Indicators of management posts and ordinary posts are selected, and the weights of the indicators at all levels are scientifically assigned. Secondly, the 360-degree performance appraisal method is used to rationally set the appraisal subject, adjust the appraisal cycle, strengthen the daily appraisal of the ordinary post, adopt the annual appraisal of the management post, compile the appraisal score sheet, introduce the appraisal feedback and appeal mechanism, and enrich the application of the appraisal results. Finally, safeguards are provided for the implementation of the improvement plan. By improving the performance appraisal system of community workers, it provides support for the performance appraisal of K community staff, which has positive significance for promoting the improvement of community staff and overall community performance, and opens up new ways for the wide application of performance appraisal. The practical application of performance assessment of other social organizations provides reference Keywords: community staff, performance appraisal,Key Performance Indicators目 录 III 目 录 摘要....................................................................................................................................I ABSTRACT ...................................................................................................................... II 目 录................................................................................................................................III 第一章 绪 论......................................................................................................................1 1.1 研究背景及意义 ......................................................................................................1 1.1.1 研究背景 ...........................................................................................................1 1.1.2 研究意义 ...........................................................................................................2 1.2 研究内容及方法 ......................................................................................................3 1.2.1 研究内容 ...........................................................................................................3 1.2.2 研究方法 ...........................................................................................................3 1.3 研究思路及框架 ......................................................................................................4 1.4 本文的主要贡献 ......................................................................................................5 第二章 绩效考核体系理论及文献综述...........................................................................7 2.1 绩效考核体系相关理论 ..........................................................................................7 2.1.1 绩效考核体系的概念 .......................................................................................7 2.1.2 绩效考核体系的内容 .......................................................................................7 2.1.3 绩效考核方法 ...................................................................................................8 2.2 国内外绩效考核体系研究综述 ............................................................................10 2.2.1 国外绩效考核体系研究综述 .........................................................................10 2.2.2 国内绩效考核体系研究现状 .........................................................................11 第三章 K社区工作人员绩效考核体系现状、问题及原因 .........................................13 3.1K 社区工作人员绩效考核体系现状 .....................................................................13 3.1.1 基本情况介绍 .................................................................................................13 3.1.2 组织结构及人员构成 .....................................................................................14 3.1.3 绩效考核现状 .................................................................................................17 3.2 调查问卷设计及统计分析 ....................................................................................19 3.2.1 调查问卷的设计 .............................................................................................19西北大学硕士学位论文 IV 3.2.2 调查结果统计及分析..................................................................................... 20 3.3K 社区工作人员绩效考核体系存在的问题 ......................................................... 23 3.3.1 绩效考核主体单一，考核机制不健全......................................................... 23 3.3.2 绩效考核指标不合理..................................................................................... 24 3.3.3 考核缺乏公平性，流于形式......................................................................... 24 3.3.4 结果反馈不及时，结果运用不到位............................................................. 25 3.4K 社区工作人员绩效考核体系存在问题的原因分析 ......................................... 25 3.4.1 绩效考核重视程度不够................................................................................. 25 3.4.2 绩效考核制度不完善..................................................................................... 26 3.4.3 考核过程缺乏监督......................................................................................... 26 第四章 K社区工作人员绩效考核体系的改进方案..................................................... 27