摘 要
随着咨询行业的发展，知识型人才的需求量急剧增加，随之而来的人力资源
管理问题也逐渐显露。作为智力技术服务行业的劳动群体，工程咨询企业员工依
靠专业技术知识创造价值，对能力认可的需求较高，如果采用传统的方式进行考
核，不能达到很好的效果。要想从本质上提高员工的工作潜力和投入，核心内容
是根据企业和知识型人才的特点，设计科学有效的绩效考核方法。因此，让绩效
考核体系更加科学、公正，已然成为工程咨询企业人力资源管理的一个重要课题。
本文选取一家工程咨询企业——BLGC 公司作为研究对象，基于该公司知识
型人才密集的人力资源现状进行了针对性的调研。通过问卷调查和访谈，重点了
解了公司领导及员工对公司现行绩效考核体系的认知情况以及绩效考核体系在
公司的实际执行情况等方面内容，继而分析得出 BLGC 公司存在绩效考核基础薄
弱、绩效指标设计不合理、绩效反馈缺乏、绩效结果运用不足等问题，并探究了
其存在问题的根源。针对以上问题，笔者运用平衡计分卡、战略地图、关键绩效
指标法、专家会议法等设计了 BLGC 公司绩效考核指标、权重和标准，从绩效准
备阶段、实施阶段、结果应用阶段方面提出了系统方案，并从组织、制度、文化、
人才、技术等方面提出了保障措施。
总体而言，企业绩效考核工作的出发点和落脚点都应建立在员工的需求和期
待上。本文的研究，从实践上能有效帮助企业在员工管理方面进一步得到优化和
完善，同时也为同行业、同类型企业的绩效考核工作提供一点参考。
关键词：绩效考核体系；BLGC公司；优化研究
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Abstract
With the development of consulting industry, the demand for knowledge talents has increased
sharply, and the problems of human resource management have emerged gradually. As the labor
group of intellectual technology service industry, the employees of engineering consulting
enterprises rely on professional technical knowledge to create value, and have a high demand for
ability recognition. If the traditional way of assessment is adopted, it cannot achieve good results.
In order to improve employees' working potential and input essentially, the core content is to
design scientific and effective performance appraisal methods according to the characteristics of
enterprises and knowledge talents. Therefore, to make the performance appraisal system more
scientific and fair has become an important topic of human resource management in engineering
consulting enterprises.
This paper selects an engineering consulting company -- BLGC Company as the research
object, and conducts a targeted investigation based on the current situation of the company's
knowledge-intensive human resources. Through questionnaire and interview, the key to
understand the company leadership and staff on the company's current performance evaluation
system of cognitive situation and performance appraisal system in such aspects as the practical
implementation of the company's content, then analysis the BLGC company performance
appraisal foundation weak, the performance indicators design is unreasonable, lack of
performance feedback and performance results using such problems as insufficient, And probes
into the root of its existing problems. To solve above problems, the author applied the balanced
scorecard, strategic map, key performance indicators and expert meetings designed BLGC
company performance appraisal index, weight and standard, from preparation stage,
implementation stage and performance results application stage, proposed the system scheme, and
from the organization, system, culture, personnel and technology guarantee measures are put
forward.
In general, the starting point and foothold of enterprise performance appraisal should be
established on the needs and expectations of employees. The research of this paper can effectively
help enterprises to further optimize and improve employee management from practice, and also
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provide a reference for the same industry, the same type of enterprise performance appraisal work.
Key words: Performance appraisal system, BLGC company,Optimization research
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