人力资源已成为企业发展的“第一资源”，如何调动L公司行政管理人员的积 极性，吸引人才，优化人员配置，寻求探索更适合L公司行政管理人员的绩效考核 体系，是本文研究的主要方向。本文以L公司行政管理人员为研究对象，以人力资 源管理和绩效考核理论为指导，以提高L公司行政管理人员绩效为目的，旨在解决 L公司行政管理人员绩效考核体系中的问题，实现行政管理人员的价值最大化和L 公司的企业目标。文章首先分析了L公司行政管理人员基本情况、人员结构及现有 绩效考核体系现状，找出L公司行政管理人员现有绩效考核体系存在的问题，并分 析问题产生的原因。其次，针对现有问题及分析，提出L公司行政管理人员绩效考 核体系设计的目的和程序，进而优化了考核体系内容。再次，通过融合目标管理 法、强制分配法、关键事件法等绩效考核方法，阐述了设定积分规则、发布积分 任务、发放积分、积分排名、积分应用等实施环节，同时强调了L公司行政管理人 员绩效考核实施保障，使L公司行政管理人员的绩效有所提升。通过本文的研究， 不但解决了L公司行政管理人员绩效考核体系的问题，还对L公司其他岗位的绩效 考核体系优化有所指导，同时对其他与L公司相似企业的绩效考核优化也提供一定 的参考价值。 关键词：行政管理人员；积分制；绩效考核 -II- Abstract Human resources have become the "first resource" for the development of enterprises. How to mobilize the enthusiasm of L company's administrative personnel, attract talents, optimize personnel allocation, and explore a more suitable performance management system for L company's administrative personnel is the main direction of this paper. This paper takes L company's administrative personnel as the research object, human resource management and performance appraisal theory as the guidance, and improves L company's administrative personnel's performance for the purpose of solving the problems in L company's administrative personnel's performance appraisal system, and realizing the maximum value of employees and L company's enterprise goal. First of all, this paper analyzes the basic situation, personnel structure and the current situation of the performance appraisal system of the administrative staff of L company, finds out the existing problems of the performance appraisal system of the administrative staff of L company, and analyzes the causes of the problems. Secondly, in view of the existing problems and analysis, this paper puts forward the purpose and procedure of the performance appraisal system design of L company's administrative personnel, and then designs the content of the appraisal system. Thirdly, through the integration of performance appraisal methods such as goal management method, forced distribution method and key event method, this paper expounds the implementation links such as setting the rules of points, releasing the tasks of points, issuing points, ranking points, application of points, etc., and emphasizes the implementation guarantee of performance appraisal for administrative personnel of L company, so as to improve the performance of administrative personnel of L company. Through the research of this paper, it not only solves the problem of the performance appraisal system of the administrative staff of L company, but also guides the design of the performance appraisal system of other positions in L company, and provides some reference value for the design of the performance appraisal system of other enterprises of L company. Key words: Administrator; Points system; Performance assessment. -III- 目录 中文摘要···························································································I Abstract····························································································II 绪论·································································································3 一、选题背景················································································3 二、研究目的和意义·······································································3 （一）研究目的·······································································3 （二）研究意义·······································································4 三、国内外研究现状·······································································4 （一）国外相关研究现状及趋势··················································5 （二）国内相关研究现状及趋势··················································6 （三）国内外研究评述······························································7 四、研究内容和研究方法·································································7 （一）研究内容·······································································7 （二）研究方法·······································································8 第一章 理论基础···············································································10 第一节 绩效管理与绩效考核体系的内涵············································10 一、绩效管理的概念与流程······················································10 二、绩效考核体系的构成要素···················································11 第二节 积分制考核理论··································································11 一、人的能力········································································11 二、综合表现········································································11 三、全方位量化·····································································12 四、软件记录········································································12 五、永久使用········································································12 第三节 平衡记分卡理论·································································13 -IV- 本章小结····················································································14 第二章 L公司及其行政管理人员绩效考核体系现状及分析··························15 第一节 L公司简介及其行政管理人员基本情况···································15 一、L公司简介······································································15 二、L公司行政管理人员结构分析及工作分析·······························16 三、L公