绩效考核是对企业员工进行薪酬调整、能力评估、职位升迁的重要考核工具， 是企业进行管理的重要手段。随着社会发展，管理水平的普遍提高，我国供电企 业的绩效管理水平跟不上时代的发展，暴露出众多缺点和不足。本文对 GD 供电 公司管理人员绩效考核体系进行研究，对保证 GD 供电公司长远目标的实现，激 发管理人员的积极性具有重要意义。 本文以绩效与绩效考核基本理论、平衡计分卡理论和供电企业绩效考核经验 为基础，运用访谈法、问卷调查法和专家意见等方法调查了 GD 供电公司绩效考 核现状，发现存在考核方式过于主观、考评方法过于简单、绩效指标不全面、反 馈机制不全等问题。论文以平衡计分卡思想为指导，根据 GD 供电公司管理人员 实际状况，结合绩效考核存在的问题，设计了 GD 供电公司管理人员绩效考核方 案，主要包括战略分析、企业层、工区和管理人员关键绩效指标设计、权重以及 评价标准的制定等。在绩效考核方案的设计中，本文运用了层次分析法、关键绩 效指标法等。最后，论文就 GD 供电公司现状设计了管理人员绩效考核程序，完 善建立的绩效考核措施等。论文以供电企业长远发展目标为指导，在如何设计管 理人员绩效考核内容以及如何确定管理人员绩效考核指标等方面有一定突破。 论文研究成果对GD供电公司管理人员的绩效行为等方面具有一定的指导作 用，对供电企业在建立管理人员绩效考核方案方面具有一定的借鉴作用。 关 键 词， 绩效考核 绩效指标 保障措施3 ABSTRACT Performance appraisal is an important tool for enterprise employees to pay adjustment, ability evaluation, job promotion, is an important means of enterprise management. With the development of society and the improvement of management level, the performance management level of coal enterprises in our country can not keep up with the development of the times. This paper studies the performance appraisal system of GD power supply company managers, which is of great significance to ensure the realization of the long-term goals of GD power supply company, and to stimulate the enthusiasm of managers. In this paper, the performance and the basic theory of performance appraisal, the Balanced Scorecard theory and the coal enterprise performance evaluation based on the experience, the investigation of the GD power supply company performance appraisal status using interviews, questionnaires and expert opinion method, found that the existing assessment methods are too subjective, assessment methods are too simple, the performance indicators are not comprehensive, feedback mechanism. Based on the Balanced Scorecard as a guide, according to the actual situation of GD power supply company management, combined with the existing problems in performance appraisal, design project management personnel performance appraisal of GD power supply company, including strategic analysis, business layer, mining area and the management of key performance index design and weight and evaluation standards. In the design of performance evaluation, this paper uses the analytic hierarchy process (AHP), the key performance index method and the analytic hierarchy process. At last, the paper designs the performance appraisal procedure of the management personnel, and improves the performance evaluation measures on the basis of the current situation of GD power supply company. Based on the long-term development of LW coal mine, this paper makes a breakthrough in how to design the content of performance appraisal of managers and how to determine the performance evaluation index.4 The research results of this paper have a certain guiding role for the performance of GD power supply company managers, and it can be used as a reference for the establishment of the performance evaluation program for the coal enterprises. Key words: performance appraisal Performance index Safeguard measure5 目录 第 1 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 研究目的及内容...............................................2 1.2.1 研究目的 ...............................................2 1.2.2 研究内容 ...............................................3 1.3 研究方法 ....................................................3 1.4 研究创新 ....................................................4 第 2 章 相关理论基础.................................................5 2.1 绩效与绩效考核...............................................5 2.1.1 绩效 ...................................................5 2.1.2 绩效考核 ...............................................6 2.2 绩效考核方法.................................................9 2.2.1 平衡积分卡理论 .........................................9 2.2.2 关键绩效指标法 ........................................14 2.2.3 360 度评价法 ..........................................16 2.3 研究评述....................................................17 第 3 章 GD 公司管理人员绩效考核现状分析 .............................18 3.1 GD 公司概述.................................................18 3.2 GD 公司管理人员绩效考核现状.................................18 3.3 GD 公司管理人员绩效考核存在问题分析.........................20 3.3.1 绩效考核问卷调查 ......................................20 3.3.2 存在问题分析 ..........................................22 第 4 章 GD 公司管理人员绩效考核方案优化设计..........................24 4.1 绩效考核方案优化原则及思路..................................24 4.1.1 方案优化原则 ..........................................24 4.1.2 方案优化思路 ..........................................246 4.2 企业层面绩效指标确定........................................25 4.2.1 战略地图绘制 ..........................................25 4.2.2 企业绩效指标确定 ......................................28 4.3 管理人员绩效指标设计........................................32 4.3.1 绩效要素内容确定 ......................................32 4.3.2 绩效指标的确定 ........................................33 4.3.3 绩效指标权重设计 ......................................35 4.3.4 评价标准制定 ..........................................39 4.4 绩效考核主体设计............................................40 4.4.1 考核主体选择原则 ......................................40 4.4.2 考核主体选择分析 ......................................41 4.5 绩效考核结果应用............................................42 第 5 章 考核方案实施保障措施........................................45 5.1 创造良好绩效考核环境........................................45 5.2 加强管理体系支持............................................46 5.3 重视企业文化建设............................................47 第 6 章 结论........................................................49 6.1 研究结论....................................................49 6.2 研究不足....................................................49 附录...............................................................51