绩效管理是人力资源管理的核心内容，也是企业组织承上启下的重要纽带。企业组织要想获得 更好地发展，就必须对所有员工实施科学、合理、公平的绩效管理。本文对企业组织的绩效管理体 系展开系统地分析探讨，对过去的绩效管理体系实施优化调整，为其它企业组织提供了重要的借鉴 意义。 本文使用文献分析法对绩效管理的概念、相关理论展开全面细致地分析研究，为文章构建了良 好的理论框架；接下来将陆氪公司作为主要研究目标，分析探讨该公司的绩效管理现实状况，找出 其中的不足之处，以明确陆氪公司绩效管理引入平衡计分卡的可行性；再次，本文引入平衡计分卡， 对该公司人力资源绩效管理进行分析研究。参考该企业的长期发展计划，确立了财务、内部流程、 消费者等不同层次的绩效管理计划，进而对公司整体、基层员工、单位部门的绩效管理机制实施优 化改善，制定出详细的操作流程。最后针对陆氪公司构建了一套科学完善的绩效管理保障体系，也 就是绩效管理与长期计划协同发展、员工利益和公司利益结合在一起、过程管理和结果管理同时实 施，保证绩效管理工作落实到实际行动当中，定期对平衡记分卡做出优化调整，使得绩效管理发挥 出更大的职能作用。 关键词：平衡计分卡，绩效管理，人力资源管理 II Abstract Performancemanagementisthecorecontentofhumanresourcemanagement,anditis alsoanimportantlinkbetweentheprecedingandthefollowing.Inordertoachievebetter development,theenterpriseorganizationmustimplementscientific,reasonableandfair performancemanagementforallemployees.Thispapersystematicallyanalyzesanddiscusses theperformancemanagementsystemofenterpriseorganization,optimizesandadjuststhe pastperformancemanagementsystem,andprovidesimportantreferenceforotherenterprise organizations. Inthispaper,theconceptofperformancemanagementandrelatedtheoriesareanalyzed andstudiedcomprehensivelyandcarefullybyusingthemethodofliteratureanalysis,which buildsagoodtheoreticalframeworkforthearticle.Next,takingkryptoncompanyasthemain researchobjective,thepaperanalyzesanddiscussesthecurrentsituationofperformance managementofthecompany,findsouttheshortcomings,andclarifiesthefeasibilityof introducingBalancedScorecardintoperformancemanagementofkryptoncompanySecondly, thispaperintroducestheBalancedScorecardtoanalyzethehumanresourceperformance managementofthecompany.Withreferencetothelong-termdevelopmentplanofthe enterprise,theperformancemanagementplansofdifferentlevelssuchasfinance,internal processandconsumersareestablished,andthentheperformancemanagementmechanismof thecompanyasawhole,grass-rootsemployeesandunitdepartmentsisoptimizedand improved,andthedetailedoperationprocessisformulated.Intheend,asetofscientificand perfectperformancemanagementguaranteesystemisbuiltforkryptoncompany,thatis, performancemanagementandlong-termplancoordinateddevelopment,employeeinterests andcompanyinterestsarecombined,processmanagementandresultmanagementare implementedatthesametime,soastoensurethatperformancemanagementisimplemented intopracticalactions,andbalancescorecardisadjustedregularlytomakeperformance managementplayamoreimportantroleGreatfunction. Keywords:BalancedScorecard;performancemanagement III 目录 第一章绪论...............................................................................................................................1 1.1研究背景..........................................................................................................................1 1.2研究目的与意义..............................................................................................................1 1.2.1研究目的...................................................................................................................1 1.2.2研究意义...................................................................................................................1 1.3国内外研究文献综述......................................................................................................2 1.4研究思路与方法..............................................................................................................4 1.4.1研究思路...................................................................................................................4 1.4.2研究方法...................................................................................................................6 第二章概念界定与理论基础...................................................................................................7 2.1相关概念..........................................................................................................................7 2.1.1人力资源...................................................................................................................7 2.1.2绩效管理...................................................................................................................7 2.1.3人力资源绩效管理...................................................................................................7 2.2理论基础..........................................................................................................................8 2.2.1需求层次理论...........................................................................................................8 2.2.2双因素理论...............................................................................................................9 2.2.3亚当斯的公平理论...................................................................................................9 2.3绩效管理研究方法..........................................................................................................9 2.3.1平衡记分卡...............................................................................................................9 2.3.2关键绩效指标法.....................................................................................................10 2.3.3目标管理法.............................................................................................................11 2.4平衡记分卡在人力资源绩效管理中的应用................................................................11 2.4.1财务层面.................................................................................................................11 2.4.2客户层面.................................................................................................................11 2.4.3内部业务流程层面.................................................................................................12 2.4.4学习与成长层面.....................................................................................................12 IV 第三章陆氪公司人力资源绩效管理现状.............................................................................13 3.1陆氪公司企业情况........................................................................................................13 3.2公司人力资源绩效管理概况........................................................................................13 3.2.1管理层绩效管理.....................................................................................................13 3.2.2经理绩效管理.........................................................................................................14 3.2.3员工绩效管理现状.................................................................................................15 3.2.4公司人力资源管理总结.........................................................................................15 3.3人力资源绩效管理调查描述性分析............................................................................15 3.4人力资源绩效管理存在的问题....................................................................................17 3.4.1财务层面的问题.....................................................................................................17 3.4.2客户层面的问题.....................................................................................................17 3.4.3内部流程层面的问题.............................................................................................18 3.4.4学习与成长层面的问题.........................................................................................18 3.5人力资源绩效管理问题的成因................................................