A公司绩效考核管理体系优化设计研究
A公司绩效考核管理体系优化设计研究
摘要
随着我国市场经济的快速发展，转变经济增长方式，深化经济体制改革，
以促进新时代国民经济的可持续发展。面对越来越复杂的市场竞争压力，完善企
业绩效考核体系，激发员工的工作积极性，提高企业生产管理水平，对增强企业
竞争力具有重要意义。
目前，A公司初步建立了绩效考核体系，在一定程度上发挥了绩效考核的
积极作用，为企业发展提供了有益助力。但 A公司绩效考核也存在指标设置不
完善，考核指标权重不合理，从而出现绩效考核结果不可靠的问题；没有制定明
确的绩效考核标准，使得考核结果主观性强且流于形式，同时，考核结果反馈不
及时和运用的不充分，丧失了绩效考核应有的作用和意义。
为进一步完善 A公司绩效考核体系，结合公司人力资源统计资料，采用问
卷调查法分析了企业员工绩效考核现状，探讨了企业考核体系存在问题及成因。
从企业级、部门级和员工级构建了 A公司的绩效考核指标体系，基于层次分析
法确定了企业级、部门级和员工级绩效考核指标权重。根据考核指标权重分析结
果，设计了 A公司不同部门和员工绩效考核表。为确保设计优化的绩效考核表
的实施，明确了 A公司绩效考核实施流程，并从组织保障、制度保障和实施保
障等方面提出保障措施。
本文研究 A公司绩效考核体系，从企业级、部门级和员工级等层面建立了
绩效指标体系，通过权重分析建立部门与员工绩效考核表，旨在激发员工积极性，
为实现企业战略目标奠定基础，也为类似公司的绩效考核体系优化提供借鉴。
关键词：绩效考核绩效管理层次分析法指标权重绩效考核表
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青岛科技大学研究生学位论文
RESEARCH ON THE OPTIMIZATION DESIGN
OF THE PERFORMANCE APPRAISAL
MANAGEMENT SYSTEM OF A COMPANY
ABSTRACT
With the rapid development of my country's market economy, we will transform
the mode of economic growth, deepen the reform of the economic system, and
promote the sustainable development of the national economy in the new era. In the
face of increasingly complex market competition pressure, it is of great significance to
improve the enterprise performance appraisal system, stimulate the enthusiasm of
employees, and improve the production management level of the enterprise to
enhance the competitiveness of the enterprise.
At present, Company A has initially established a performance appraisal system,
which plays an active role in performance appraisal to a certain extent and provides a
useful boost for the development of the enterprise. However, the performance
appraisal of Company A also has imperfect index setting. At the same time, the weight
of appraisal indicators is unreasonable, which leads to the problem of unreliable
performance appraisal results; the lack of clear performance appraisal standards
makes the appraisal results highly subjective and mere formality. The feedback of the
assessment results is not timely and the application is not sufficient, and the function
and significance of the performance assessment will be lost.
In order to further improve the performance appraisal system of company A,
combined with the company's human resources statistics, the present situation of
employee performance appraisal was analyzed by means of a questionnaire survey,
and the problems and causes of the enterprise appraisal system were discussed. The
performance appraisal index system of Company A is constructed from the enterprise
level, department level and employee level, and the weights of performance appraisal
indexes at the enterprise level, department level and employee level are determined
based on the analytic hierarchy process. According to the results of the weight
analysis of the assessment indicators, a performance assessment table for different
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A公司绩效考核管理体系优化设计研究
departments and employees of Company A was designed. In order to ensure the
implementation of the designed and optimized performance appraisal form, the
implementation process of performance appraisal of grass-roots employees was
clarified, and safeguard measures were put forward from the aspects of organizational
guarantee, system guarantee and implementation guarantee.
This paper studies the performance appraisal system of Company A, establishes
the performance indicator system from the enterprise level, department level and
employee level, and establishes the department and employee performance appraisal
table through weight analysis, aiming to stimulate the enthusiasm of employees and
lay the foundation for the realization of corporate strategic goals. It also provides a
reference for the optimization of the performance appraisal system of similar
companies.
KEY WORDS：performance appraisal performance management analytic hierarchy
process index weight performance appraisal form
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