随着全球化经济一体化新格局的形成，对于企业生产力的要求标准越来越高。面 对激烈的市场竞争，企业所面临的用工压力也急剧攀升，内外部环境纷繁复杂。在这 样的环境下，给国内中小制造型企业的转型升级发展带来了一定程度的冲击。AH 公 司作为本土制造型企业，近年来的生产总需求和制造效益均有所下滑，这给公司后续 生存和发展带来了一定挑战。AH 公司在应对外部压力的同时，积极从内部寻求突破， 力求通过人力资源管理、企业内部管理等方法，提升企业经营管理水平和核心竞争能 力。一套成熟且有效的绩效考核体系可以更好地帮助公司发掘人才、运用人才、留住 人才。因此，如何对 AH 公司员工绩效考核体系进行优化，使其更加科学、合理、有 效，在为公司提供高质量的经营管理、业绩规划、人员掌控等方面提供帮助，是本文 研究的重点。 本文以 AH 公司为研究对象，在研读了国内、国外相关理论文献的基础上，以绩 效考核相关理论为支撑，采用问卷调查法、个别访谈法的形式分别从管理者角度和员 工视角出发，总结归纳出 AH 公司员工绩效考核体系中存在的问题：考核指标不明晰、 考核制度不合理、缺乏反馈申诉机制、考核结果运用不全面等。针对上述问题，本文 运用关键绩效指标法及平衡计分卡，为 AH 公司设计出一套适合该公司现状的绩效考 核指标，从公司战略目标出发，结合现阶段生产经营实际，运用层级分析法科学计算， 明确各指标权重，形成“公司级、部门级、员工级”的绩效考核指标体系，并对考核 后续的反馈申诉和结果运用等完善配套的保障措施方面进行合理优化。 优化后的 AH 公司员工绩效考核体系与公司的战略目标更加贴合，与员工的个人 成长与发展目标联系更为紧密，从而提高员工的工作热情、提升公司在行业内的竞争 力，实现公司与员工同发展同进步，达到多赢共赢的效果，并为其他中小制造型企业 员工绩效考核体系提供参考与借鉴。 关键词：AH 公司；绩效；绩效考核；关键绩效指标AH 公司员工绩效考核体系优化研究 I ABSTRACT With the formation of a new pattern of globalized economic integration, the requirements for corporate productivity are getting higher and higher. In the face of fierce market competition, the employment pressure faced by enterprises has also risen sharply, and the internal and external environments are complicated. In such an environment, it has brought a certain degree of impact to the transformation and upgrading of domestic small and medium manufacturing enterprises. As a local manufacturing company, AH's total production demand and manufacturing efficiency have declined in recent years, which has brought certain challenges to the company's subsequent survival and development. While responding to external pressures, AH actively seeks breakthroughs from within, and strives to improve its business management level and core competitiveness through methods such as human resource management and internal corporate management. A mature and effective performance appraisal system can better help the company discover, use, and retain talent. Therefore, how to optimize the AH company’s employee performance appraisal system to make it more scientific, reasonable and effective, and to provide help for the company in terms of high-quality management, performance planning, and personnel control is the focus of this article. This article takes AH company as the research object, based on studying domestic and foreign related theoretical literature, supported by performance appraisal related theories, using questionnaire survey method and individual interview method from the perspective of managers and employees. Summarize the problems existing in the AH company’s employee performance appraisal system: unclear appraisal indicators, unreasonable appraisal system, lack of feedback and appeal mechanism, and incomplete application of appraisal results. In response to the above problems, this article uses the key performance indicator method and the balanced scorecard method to design a set of performance appraisal indicators suitable for the current situation of the AH company. Starting from the company’s strategic goals, combining the actual production and operation at the current stage, using a hierarchical analysis method Scientific calculations, clarifying the weight of each indicator, forming a performance evaluation indicator system of "company-level, department-level, and employee-level", and rationally optimizing supporting measures such as follow-up feedback and appeals and the application of results.ABSTRACT II The optimized AH company’s employee performance appraisal system is more in line with the company’s strategic goals, and is more closely linked to the employees’ personal growth and development goals, thereby enhancing employees’ enthusiasm for work, enhancing the company’s competitiveness in the industry, and achieving the company’s Employees develop and progress together to achieve a win-win and win-win effect, and provide reference and reference for other small and medium-sized manufacturing enterprises' employee performance appraisal systems. KEYWORDS:AH company ；performance；performance appraisal；Key Performance IndicatorsAH 公司员工绩效考核体系优化研究 1 目 录 第一章 绪论...........................................................................................1 第一节 选题背景及研究意义...............................................................................1 第二节 国内外研究现状.......................................................................................2 一、国外研究现状.............................................................................................2 二、国内研究现状.............................................................................................3 三、国内外研究述评.........................................................................................4 第二节 研究内容和研究方法...............................................................................5 一、研究内容.....................................................................................................5 二、研究方法.....................................................................................................6 第二章 理论基础...................................................................................8 第一节 相关概念...................................................................................................8 一、绩效.............................................................................................................8 二、绩效考核.....................................................................................................8 三、绩效考核体系.............................................................................................9 四、绩效管理.....................................................................................................9 第二节 常用的绩效考核方法.............................................................................10 一、关键绩效指标法（KPI）.........................................................................10 二、平衡计分卡（BSC）.................................................................................10 三、目标管理法（MBO）.................................................................................11 第三章 AH 公司员工绩效考核现状分析...........................................13 第一节 AH 公司情况介绍....................................................................................13 一、公司简介...................................................................................................13 二、公司组织结构...........................................................................................14 第二节 AH 公司人员状况分析............................................................................14 一、年龄结构...................................................................................................14 二、性别结构...................................................................................................15目录 2 三、学历结构...................................................................................................15 四、职位分布...................................................................................................16 第三节 AH 公司绩效考核体系现状....................................................................17 一、考核方式...................................................................................................17 二、考核主体...................................................................................................17 三、考核内容...................................................................................................17 四、考核结果运用...........................................................................................18 第四节 AH 公司员工绩效考核存在的问题........................................................18 一、问卷调查...................................................................................................18 二、访谈设计...................................................................................................25 三、问题分析...................................................................................................27 四、原因分析...................................................................................................28 第四章 AH 公司员工绩效考核优化设计方案...................................30 第一节 优化的目的和原则.................................................................................30 第二节 绩效考核目标优化.................................................................................30 一、公司发展的战略目标...............................................................................30 二、公司运营的管理目标...............................................................................30 三、员工个人的发展目标...............................................................................31 第三节 绩效考核方式及权重优化.....................................................................31 一、确定绩效考核方式...................................................................................31 二、考核权重体系设计...................................................................................32 第四节 绩效考核指标优化.................................................................................34 一、考核指标维度的确定...............................................................................34 二、绩效考核指标的确定...............................................................................34 第五节 绩效考核周期优化.................................................................................40 第六节 绩效考核反馈与申诉优化.....................................................................42 第七节 绩效考核结果运用优化.........................................................................44 第五章 结论与展望.............................................................................47 第一节 研究结论.................................................................................................47 第二节 研究展望.................................................................................................47AH 公司员工绩效考核体系优化研究 3