改革开放以来我国民营企业绩效体系发展迅速。在此过程中关键绩效指标 （KPI）、目标与关键成果法（OKR）以及目标管理法（MBO）等先进绩效工具 得到了广泛应用。但是在医药企业中，由于政府与国资背景等因素导致其绩效体 系较为落后。XJ公司是山西省高新技术企业与重点医药工业企业，落后的行政 人员绩效考核体系严重影响其发展。行政人员不仅仅是高层与基层的信息传递纽 带，也是企业战略的执行者，更是企业发展的真正动力。因此，优化XJ公司行 政人员绩效考核体系，是XJ公司获得发展的最佳途径。该公司下设部门中有综 合办公室。综合办公室中又包含企业人事科、政府关系科以及综合事务科。目前 该部门的绩效沿用事业单位的“德、能、勤、绩”体系，使得部门工作效率低下。 本文通过问卷调查认定目前XJ公司综合办公室员工对现行绩效体系极度不 满，要求改革的呼声很高，但是这种不满在不同部门中呈现差异化。此外绩效体 系存在无法反映实际情况、主观性强、难以理解、过于片面、缺乏公正性以及缺 乏差异性问题。本文在此基础上设计了综合办公室新绩效体系，新绩效体系通过 文献研究、专家沟通、员工沟通以及管理沟通形成并通过适应性检验。新绩效体 系是在原有绩效体系基础以精细化、目标化、实体化以及客观化为目标重构而成， 因此综合办公室中的政府关系科、企业人事科以及综合事务科在新绩效体系中拥 有各自独立的绩效体系。在新绩效体系实施前本文从思想层、领导层、制度层以 及员工层面实施了一系列保障措施，这使得新绩效体系落地阻力更小。根据本文 新绩效体系实施效果分析结果显示，在新绩效体系中综合事务科的总绩效提升2 6.67分，增幅33.34%。政府关系科的总绩效提升20.17分，增幅28.54%。企业 人事科的总绩效提升13.10分，增幅21.09%。整体改进效果显著。在新绩效体系 的后续发展中本文认为需要保持绩效体系的动态发展、进一步推广绩效体系改革、 牢牢围绕实权领导展开绩效改革、将绩效体系动态性发展纳入到企业规章制度中。 笔者以期通过此研究促成XJ公司人力资源制度改革，增强XJ公司综合实 力，为同类医药企业的绩效体系构建带来一定的积极影响。 关键词：绩效考核体系；公司行政人员；药业企业 昆明理工大学专业学位硕士学位论文XJ公司行政人员绩效考核体系改进研究 III Abstract Sincethereformandopeningup,theperformancesystemofourprivatee nterpriseshasdevelopedrapidly.Inthisprocess,advancedperformancetoolssu chasKeyPerformanceIndicator(KPI),ObjectivesandKeyResults(OKR)an dManagementByObjective(MBO)havebeenwidelyused.However,inthe pharmaceuticalenterprises,theperformancesystemisrelativelybackwardduet othebackgroundofgovernmentandstatecapital.XJCompanyisahigh-tech enterpriseandakeypharmaceuticalindustrialenterpriseinShanxiProvince,W hosedevelopmentisseriouslyaffectedbythebackwardperformanceappraisal systemforadministrativepersonnel.Administrativepersonnelofarenotonlyt heinformationlinkbetweenthehigh-levelandthegrassroots,butalsotheexe cutoroftheenterprise'sstrategyandtherealdrivingforceforthedevelopment oftheenterprise.Therefore,optimizingtheperformanceappraisalsystemofX Jcompany'sadministrativepersonnelisthebestwayforXJcompanytodevel op.Thecompanyhasintegratedofficesinitsdepartments.Thecomprehensive officealsoincludestheCorporatePersonnelSection,GovernmentRelationsSec tion,andGeneralAffairsSection.Atpresent,theperformanceofthedepartmen tfollowsthe"moral,energy,diligenceandperformance"systemoftheinstituti on,whichmakesthedepartment'sworkefficiencyinefficient. Throughquestionnairesurvey,thispaperfindsthattheemployeesofthec omprehensiveofficeofXJCompanyareextremelydissatisfiedwiththecurrent performancesystem,andthedemandforreformisveryhigh,butthisdissatis factionisdifferentindifferentdepartments.Inaddition,theperformancesyste mhasproblemsthatcannotreflecttheactualsituation,issubjective,difficultt ounderstand,tooone-sided,lacksimpartiality,andlacksdifference.Basedont his,thispaperdesignsanewperformancesystemfortheintegratedoffice.The newperformancesystemisformedthroughliteratureresearch,expertcommun ication,employeecommunication,andmanagementcommunicationandpassest headaptabilitytest.Thenewperformancesystemisreconstructedonthebasis 昆明理工大学专业学位硕士学位论文XJ公司行政人员绩效考核体系改进研究 IV oftheoriginalperformancesystemwiththegoalsofrefinement,targeting,su bstantiveandobjective.Therefore,thegovernmentrelationssection,corporatep ersonnelsectionandcomprehensiveaffairssectioninthecomprehensiveoffice havethenewperformancesystem.Independentperformancesystems.Beforeth eimplementationofthenewperformancesystem,thisarticleimplementedase riesofsafeguardsfromtheideological,leadership,institutionalandemployeele vels,whichmadethenewperformancesystemlessresistanttolanding.Accord ingtotheanalysisresultsoftheimplementationeffectofthenewperformance systeminthisarticle,thetotalperformanceoftheComprehensiveAffairsSec tioninthenewperformancesystemincreasedby26.67points,anincreaseof 33.34%.ThetotalperformanceoftheGovernmentRelationsSectionincreased by20.17points,anincreaseof28.54%.ThetotalperformanceoftheEnterpris ePersonnelDivisionincreasedby13.10points,anincreaseof21.09%.Theov erallimprovementeffectisremarkable.Inthefollow-updevelopmentofthene wperformancesystem,thisarticlebelievesthatitisnecessarytomaintainthe dynamicdevelopmentoftheperformancesystem,furtherpromotetheperform ancesystemreform,firmlyimplementperformancereformaroundrealpowerl eadership,andincorporatethedynamicdevelopmentoftheperformancesystem intothecorporaterulesandregulations. TheauthorhopestopromotethereformofhumanresourcessystemofXJ Companythroughthisresearch,enhancethecomprehensivestrengthofXJCo mpany,andbringacertainpositiveimpactontheconstructionoftheperforma ncesystemofsimilarpharmaceuticalcompanies. Keywords:Performanceappraisalsystem;Companyadministrators;Pharmaceuti calenterprises 昆明理工大学专业学位硕士学位论文XJ公司行政人员绩效考核体系改进研究 i 目录 摘要..............................................................................................................................I Abstract....................................................................................................................III 第一章绪论................................................................................................................1 1.1论文研究背景与研究意义.............................................................................1 1.1.1研究背景.............................................................................................1 1.1.2研究意义............................................................................................1 1.2国内外相关研究文献综述.............................................................................2 1.2.1国外研究综述.....................................................................................2 1.2.2国内研究综述.....................................................................................2 1.2.3国内外相关研究述评........................................................................4 1.3论文研究思路.................................................................................................5 1.4研究方法.........................................................................................................6 1.5创新点............................................................................................................6 第二章论文研究相关理论与方法............................................................................7 2.1论文研究涉及的主要概念.............................................................................7 2.1.1绩效管理.............................................................................................7 2.1.2绩效考核.............................................................................................7 2.1.3绩效考核体系.....................................................................................7 2.2行政人员的界定............................................................................................8 2.3论文应用的主要理论....................................................................................8 2.3.1公平理论.............................................................................................8 2.3.2双因素理论.........................................................................................8 2.4论文应用的主要分析方法............................................................