大连理工大学专业学位硕士学位论文
摘
要
绩效是企业赢得未来市场的关键。当前政策取消强制监理制度，监理服务质量对于
承揽业务极为重要，这对监理企业的绩效提出更高要求。论文以 D公司监理工程师为研
究对象，针对目前 D公司监理工程师缺乏系统的绩效管理制度现状，提出具体绩效管理
优化方案研究，从而将企业战略目标转化为如何持续改进员工绩效导向，同时实现员工
自我发展，有助于企业留住人才，实现企业人力资源管理的良性循环，提升监理企业的
服务质量和管理效率。
论文在相关理论文献基础上，分析 D公司监理工程师岗位特点和绩效管理现状，并
通过问卷调查发现：监理工程的绩效管理主要停留在绩效考核方面，缺乏系统的绩效管
理制度、考核内容缺乏针对性、考核方式与考核目的不匹配，从而员工对绩效管理存在
抱怨等，认为主要原因在于管理者对绩效管理不够重视、绩效考核指标未能充分反映岗
位特征、随意简单套用360度考核方式、没有发挥员工自身能动性等。最后，提出基于
监理工程师岗位胜任特征的绩效管理优化方案，包括从计算胜任特征指标权重、设计绩
效评价问卷和评分统计表、绩效反馈与改进、绩效评价结果申诉机制等进行系统化的绩
效管理流程与内容设计，并进行优化方案前后的对比分析，提出相应的实施保障措施。
论文主要通过采用平衡记分卡作为战略目标分解的理论依据，运用工作分析法和关
键行为事件访谈法提取了工作能力、工作风格、工作价值观三个维度18项岗位胜任特
征，通过专家小组访谈法进行特征复核，以层次分析法确定胜任特征三个维度的权重比
例大致为2:3:5，再配合开发绩效评价量表、绩效改进计划表从而体现 PDCA循环的企
业质量管理理论构建系统化的绩效管理流程，实现 D公司全面市场化的战略目标与工作
能力、工作风格及工作价值观三个维度绩效考核指标驱动力的有效统一。
关键词：监理工程师；绩效管理；胜任特征
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D公司监理工程师绩效管理优化研究
Research on Performance Management Optimization of Supervision
Engineers of D Company
Abstract
Performance is the key for a company to win the future market. Currently, the policy
cancels the mandatory supervision system. Supervision service quality is extremely important
for contracting business which puts forward higher requirements for the performance of
supervision enterprises. The thesis takes the supervision engineers of D company as the
research objective and proposes a specific performance management optimization plan based
on the current status of the lack of systematic performance management system for the
supervision engineers of D company. In this way, the strategic goal of the enterprise is
transformed into the orientation of how to continuously improve the performance of
employees, and at the same time realize the self-development of employees, which will help
the enterprise retain talents, realize the virtuous circle of enterprise human resource
management, and improve the service quality and management efficiency of the supervision
enterprise.
This thesis based on the related theoretical literature of performance management,
analyzing the characteristics of supervision engineers and the current situation of the
performance management of D Company, through questionnaire, it found that the supervision
engineers performance management mainly stays in the performance assessment; lacking of a
systematic performance management system; the assessment content lacks pertinence; the
assessment method does not match the assessment purpose, so employees have complaints
about performance management, etc. It is believed the main reasons are that the management
does not pay attention to performance management, the performance assessment indicators do
not fully reflect the characteristics of the position, the 360-degree appraisal method is used
simply, and that it fails to give full play to the initiative of employees, etc. Finally, a
performance management optimization plan based on supervision engineer competency is
proposed, including the systematic performance management process from calculating the
weights of competency indicators, designing performance evaluation questionnaires and
scoring statistics, performance feedback and improvement, and performance evaluation
results appealing mechanism. It carried out a systematic performance management process
and content design, conducted a comparative analysis before and after the optimization plan,
proposed corresponding implementation safeguard measures.
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大连理工大学专业学位硕士学位论文
This thesis mainly uses the balanced scorecard as the theoretical basis for the
decomposition of strategic objectives, using the work analysis method and the key behavior
event interview method to extract 18 competencies in the three dimensions of work ability,
work style, and work values, and reviews them through expert group interviews. It uses the
analytic hierarchy process to determine the ratio of the three dimensions of competency which
is roughly 2:3:5. Combining with the development of performance evaluation scales and
performance improvement schedules it reflects the PDCA cycle of enterprise quality
management theory of building a systematic performance management process. All in all, it
achieved the effective unity of D company's comprehensive market-oriented strategic
objectives and the three dimensions of performance assessment indicators of work ability,
work style and work values.
Key words: Supervision Engineer; Performance Management; Competency
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