随着经济的快速发展，MX建筑施工公司所在的行业市场竞争越来越激烈，在面对 发展机遇的同时也面临着挑战。如何提升建筑施工企业的外部竞争力、优化内部管理是 客观存在是MX建筑施工公司迫切需要思考的问题。绩效管理作为内部管理的主要工具 之一，能够优化内部管理并让员工有更加清晰的目标导向和结果导向，在帮助MX建筑 施工公司提升内部竞争力的同时提升市场竞争力。 本文基于平衡计分卡的理论、方法以及诊断工具，采用了文献研究法对绩效管理的 定义、建筑施工企业绩效管理的难点和经验进行回顾、访谈法和问卷调查法等研究方法， 从绩效管理的四个层面和组织绩效的情况进行诊断。 首先提出了研究背景和研究意义，同时通过研究绩效管理相关文献，明确了绩效管 理的难点和问题以及经验和方法，为MX建筑施工公司绩效管理方案提出奠定了理论基 础；其次在了解公司实际情况的基础上，明确MX建筑施工公司绩效管理的现状和问题， 其中绩效管理的主要问题在于绩效管理流于形式、没有体现绩效管理的全过程、绩效考 核文件不适用于组织能力提升的需要、绩效考核结果对员工发展帮助不大；接着根据了 解到的现状分析人力资源管理文件，同时制定访谈和问卷调查计划并实施，详细进行了 问题原因的诊断分析。发现导致以上问题的原因在于没有采用科学的工具设置指标、绩 效目标与经营战略的联系性不强、绩效反馈缺失及绩效结果运用的科学性和合理性不足。 最后根据访谈和调查结果提出MX建筑施工公司绩效考核体系改进对策和实施保障对 策，具体对策包括采用平衡计分卡的绩效管理工具设置指标、完善绩效管理全过程、加 强绩效与经营战略之间的联系。在明确设计目标和原则的基础上进行绩效管理的组织设 计，最后针对MX建设施工单位的岗位职责结合平衡计分卡及关键绩效指标法等工具明 确内容、权重以及实施保障等问题。 本文旨在研究MX建筑施工公司人力资源现状的基础上，结合绩效管理工具优化公 司内部管理，具有一定的理论价值和实践意义，能够帮助企业提升内部竞争力和外部市 场竞争力，也能为其他建筑行业的绩效管理诊断优化提供借鉴。 关键词：建筑施工公司；绩效管理系统；诊断分析 II ABSTRACT MX construction company, founded in October 2010, is qualified for engineering construction, general contracting of housing construction and general contracting of municipal public construction.The administrative and human resources of the company belong to the same department, and the performance assessment system is not perfect. At present, there are more than 200 employees, and the existing assessment situation cannot meet the needs of development. Therefore, it is necessary to put forward the optimization scheme of the performance assessment system to enhance competitiveness. With the rapid development of economy, MX construction company is facing more and more fierce competition in the industry market.How to improve the external competitiveness of construction enterprises and optimize the internal management is an objective issue MX construction company urgently needs to think about. Performance appraisal, as one of the main tools of internal management, can optimize internal management and enable employees to have a clearer goal orientation and result orientation. It can help MX construction company to enhance internal competitiveness and market competitiveness at the same time. Based on relevant theories, methods and diagnostic tools of motivation, this paper adopts literature research method, interview method, questionnaire survey method and other research methods.Firstly, the research background and significance are proposed. Meanwhile, the indicators, difficulties and problems, as well as experiences and methods of performance assessment are clarified by studying relevant literature of performance assessment, which lays a theoretical foundation for the proposal of performance assessment scheme of MX construction company.Secondly, on the basis of understanding the actual situation of the company, the status quo and problems of MX construction company performance appraisal are clarified.Thirdly, according to the current situation, analyze the human resource management documents, and make interview and questionnaire survey plans and implement them.Finally, according to the interview and survey results, the improvement measures and implementation guarantee measures of MX construction company's performance appraisal system are put forward.The organizational design of performance assessment is carried out on the basis of clear design objectives and principles. Finally, the content, weight and implementation guarantee of the key performance indicator method are defined in accordance with the post responsibilities of MX construction units. The purpose of this paper is to study MX construction company human resources status quo, on the basis of the combination of performance appraisal tool to optimize the company's III internal management, has certain theory value and practice meaning, can help enterprises to promote the competitiveness of the internal and external market competitive power, also for other performance management in the diagnosis of optimization of the construction industry for reference. Key words：Construction company ；Performance management system ；Diagnostic analysis IV 目 录 摘要 ......................................................................................................................................... I ABSTRACT ............................................................................................................................. II 第一章 绪论 .............................................................................................................................. 1 1.1 问题提出和诊断意义 ..................................................................................................... 1 1.1.1 问题提出 ................................................................................................................... 1 1.1.2 诊断意义 ................................................................................................................... 2 1.2 文献综述 ......................................................................................................................... 2 1.2.1 绩效考核与绩效管理的区别 ................................................................................... 2 1.2.2建筑施工企业绩效管理的难点和问题相关研究 .................................................... 4 1.2.3 建筑施工企业绩效管理经验和方法相关研究 ....................................................... 5 1.3 研究目标和内容 ............................................................................................................. 6 1.4 研究方法和过程 ............................................................................................................. 7 第二章 MX建筑施工公司绩效管理现状 .............................................................................. 9 2.1 MX建筑施工公司简介 ................................................................................................... 9 2.1.1 公司介绍 ................................................................................................................... 9 2.1.2 公司发展历程 ........................................................................................................... 9 2.2 MX建筑施工公司人力资源现状 ................................................................................. 10 2.2.1 MX建筑施工公司的组织架构 .............................................................................. 10 2.2.2 MX建筑施工公司的人员概况 .............................................................................. 10 2.3 MX建筑施工公司的绩效管理现状 ............................................................................. 12 2.4 本章小结 ....................................................................................................................... 13 第三章 MX公司绩效管理诊断设计及数据分析 ................................................................ 14 3.1 MX建筑施工公司的绩效管理文件分析 ..................................................................... 14 3.2 访谈设计及访谈结果分析 ........................................................................................... 15 3.2.1 访谈提纲设计与实施 ......................................................................................