随着全球石油储量和产量预计以10%左右持续增长，非洲炼油公司的未来有 望变得更好。然而，印度中东和西海岸炼油能力的快速增长对非洲大陆的炼油企 业形成了潜在威胁，如果非洲炼油公司想继续生存下去，就需要更好地管理这些 非洲石油企业。随着经济的发展，企业越来越重视人力资源的管理。人力资源管 理不仅要处理新员工的招募，还负责监督入职培训计划，涵盖向新员工介绍公司 的目标、宗旨和政策。总体而言，人力资源管理可确保公司内部的平稳运行。众 所周知，绩效管理是人力资源管理的重要要素之一。加强绩效管理对企业的经济 发展和企业人力资源管理具有重要影响。为了建立成功的绩效管理方案，非洲 SAR炼油公司，必须了解绩效管理系统中的哪些特征有助于产生最有益的组织成 果。 本文的研究对象是非洲SAR炼油公司，本文分为四个部分进行分析。第一部 分是相关的理论介绍，主要介绍了中层管理者绩效管理的主要方法和一些理论； 第二部分是对公司的中层管理者绩效管理现状进行分析；第三部分，通过对非洲 SAR炼油公司绩效管理的研究和理论分析，总结出非洲SAR炼油公司中层管理者 绩效管理中存在的主要问题，并分析问题产生的原因；第四部分，提出对非洲 SAR炼油公司中层管理者绩效管理的对策建议。绩效管理在企业管理中起着重要 的作用。一个科学有效的绩效管理体系不仅可以有效降低公司的运营成本，还可 以激发员工的积极性，从而以较低的运营成本为公司创造较高的利润。在第四个 部分，我们将提出一些切实可行的解决方案，帮助非洲SAR炼油公司和其他所有 公司在同样的情况下更好地进行绩效管理。本文的研究是基于企业实际的绩效管 理情况，以进一步探索和解决绩效管理体系的实际问题为目的，力求为绩效管理 提供有益的参考和启示。 关键词：非洲SAR炼油公司 绩效管理 中层管理者 II ABSTRACT With around 10% of global oil reserves and continued growth in production forecasts, the future of African oil refining companies looks good. However, the rapid growth of India's refining capacity in the Middle East and West Coast poses a potential threat to oil refining companies on the African continent. If African oil refining companies want to survive, they need to manage these companies better. With the development of economy, enterprises pay more and more attention to the management of human resources. Human resource management not only deals with the recruitment of new employees; it is also responsible for monitoring the onboarding training plan to introduce new employees to the company’s goals, objectives and policies. Overall, human resource management can ensure the smooth operation of employees within the company. Performance management is one of the important elements of human resources. In order to meet the needs, strengthening performance management has an important impact on economic development and enterprise human resource management. In order to establish a successful performance management system, African SAR Refinery must know which features of these systems are most helpful in generating beneficial organizational results. The research object of This paper is African SAR Refining Company This Paper is divided into four parts and analyzes. The first part of this paper is the relevant Theorical introduction, which introduces the main methods of performance management of the middle manager and some theories. The second part is an analysis of the company and the present situation of performance management of middle managers. The third part , based on the research and theoretical analysis of African SAR Refining Company performance management, this paper summarizes the main problems existing in the performance management of middle managers of African SAR Refining Company, and analyzes the reasons of the problems. Performance management plays an important role in business management. A scientific and effective performance management system can not only effectively reduce the company's operating costs, but also stimulate the enthusiasm of employees, thereby creating high profits for companies with lower operating costs. The four part we will propose some actual and appropriate solutions to III help African SAR Refining Company and all other companies in the same case to better manage their performance management. The research of this paper is based on the performance management of the actual enterprise, in order to further explore and solve the practical problems of the performance management system for the purpose, and strive to provide a useful reference and inspiration for the performance management. Key Words: African SAR Refining Company Performance management Middle managers IV 目 录 摘要 ............................................................................................................................ I ABSTRACT .................................................................................................................... II 绪论 ............................................................................................................................ 1 0.1 研究意义 ........................................................................................................ 1 0.1.1 研究背景................................................................................................. 1 0.1.2 研究意义................................................................................................. 2 0.2 研究内容和研究方法 ..................................................................................... 3 0.2.1 研究内容................................................................................................. 3 0.2.2 研究方法................................................................................................. 4 1 相关概念和理论基础............................................................................................. 5 1.1 相关概念 ........................................................................................................ 5 1.1.1 绩效管理概念 ......................................................................................... 5 1.1.2 绩效考核................................................................................................. 6 1.2 理论基础 ........................................................................................................ 7 1.2.1 赫兹伯格的双因素激励理论................................................................... 7 1.2.2 麦格雷戈的X、Y理论 .......................................................................... 7 1.2.3 马斯洛的需求层次论 .............................................................................. 8 2 非洲SAR炼油公司的概况和中层管理者绩效管理现状 ...................................... 10 2.1 非洲SAR炼油公司简介 .............................................................................. 10 2.1.1 组织结构............................................................................................... 12 2.1.2 各部门的主要职能................................................................................ 12 2.2 非洲SAR炼油公司中层管理者绩效管理的现状 ......................................... 13 2.2.1 公司绩效管理的流程及方法................................................................. 13 2.2.2 公司绩效管理工作的发展历程 ............................................................. 14 V 3 非洲SAR炼油公司中层管理者的绩效管理问题及成因 ...................................... 16 3.1 非洲SAR炼油公司中层管理者的绩效管理问题 ......................................... 16 3.1.1 绩效管理目标方面不够准确................................................................. 16 3.1.2 绩效管理缺少反馈................................................................................ 17 3.1.3 绩效管理考核指标设计不科学 ............................................................. 18 3.1.4 没有充分理解和把握绩效管理 ............................................................. 19 3.1.5 绩效管理与绩效考核混淆 .................................................................... 20 3.1.6 没有良好的领导愿景 ............................................................................ 20 3.2 非洲SAR炼油公司中层管理者绩效管理问题的原因分析 .......................... 21 3.2.1 绩效管理政策制度实施不力................................................................. 21 3.2.2 公