绩效考核一直都是十分受关注的话题，尤其是随着我国国企改革的不断深入， 不但要降低对国企的“关照”，同时还要对我国经济发挥更加重要的作用。经济的 不断发展，国企的职能也在转变，由原来的计划经济转为市场经济，走向市场就 意味着面对更多的竞争。但是众所周知，企业的核心竞争力是人才，有了人才怎 么才能留住他们？并让他们充分发挥出自身的作用呢？当然绩效考核是其中非常 重要的一项。 X公司是一家以运输天然气为主的国有控股企业，这个行业是朝阳行业，但 是随着天然气市场化改革的推进，这个行业竞争日趋激烈。从公司近十年的发展 来看，过时的绩效考核制度严重阻碍了公司的发展步伐。本文在深化国企体制改 革的背景下，通过问卷调查的方式，研究X公司过去两届管理层（2013-2019）的 绩效考核现状，并结合公司近年来的重大战略决策，分析公司高级管理人员考核 方面存在的问题，针对存在的问题，建立更加适合X公司高管的绩效考核指标体 系，在此基础上设计X公司高管绩效考核方案。 关键词：国有企业，绩效考核，高管人员 II Abstract Performance evaluation has always been a topic of great concern， especially with the continuous deepening of the reform of state-owned enterprises in China， not only to reduce the "care" for state-owned enterprises， but also to play a more important role in China's economy. As the economy continues to develop， the functions of state-owned enterprises are also changing. From the original planned economy to a market economy， going to the market means facing more competition. But as we all know， the core competitiveness of an enterprise is talents. How can we retain them with talents? And let them give full play to their role? Of course， performance evaluation is a very important item. Company X is a state-owned holding company that focuses on transportation of natural gas. This industry is a sunrise industry. However， with the promotion of natural gas market reform， competition in this industry is becoming increasingly fierce. From the perspective of the company's development over the past decade， the outdated performance evaluation system has seriously hampered the company's development. In the context of deepening the reform of the state-owned enterprise system， this paper uses questionnaires to study the performance of the past two management (2013-2019) performance of company X， and analyzes the company's senior management evaluation based on the company's major strategic decisions in recent years In view of the existing problems， in light of the existing problems， establish a performance evaluation index system that is more suitable for the executives of Company X， and design a performance evaluation plan for the executives of Company X on this basis.