Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
Master of Business Administration
Research on Performance Evaluation of
Employees in Company J
by
Yixiang Wang
Supervisor: Prof. Zhiliang Dong
December 2021

摘
要
J教育机构是一家出于商业目的的民办教育公司。J教育机构的理念是“成就学员、
成就伙伴、成就梦想”，是一家致力于大学生学历提升的培训机构。对于培训机构而
言，招生就是生命线。想要招收更多的学生，关键在于加强员工核心队伍建设，为学
员能够提供更好的服务，提升机构知名度。如何在现有的人员配备情况下加强员工管
理，使有限的员工为企业创造更多的价值，继而帮助更多的学生实现本科梦想，使公
司在社会上更具声望，实现更多的盈利已成为 J教育机构发展的重中之重。
2020年以来，受疫情影响，J教育机构的营业也受到了一定影响，传统的线下教
育不能继续进行，这也就要求企业不得不向线上转型。在此过程中，出现了教师流失，
学员转向其他教育机构的情况，企业的收益也因此下降。本文试图对 J教育机构进行
分析，以便提升其盈利能力。通过问卷调查和访谈法对 J教育机构现行员工绩效评价
体系进行研究，发现其主要存在绩效评价体系不够有效、绩效评价标准不明确、绩效
评价方法不科学、指标体系层次单一、绩效评价结果运用不到位等问题。为此，本文
以绩效评价理论为基础，针对调查中发现的问题对现有的绩效评价指标进行了分析及
优化设计，并通过后期的制度保障、流程监督等方面保证新的绩效评价体系得以顺利
推行。
本文基于 J教育机构实际情况对教育机构员工绩效评价指标进行了优化调整，希
望能够对其他需要从线下转移至线上的教育机构构建员工绩效评价体系提供参考和
借鉴。
关键词：教育机构；绩效评价；关键业绩指标法；层次分析法
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ABSTRACT
J education institution is a private education company for commercial purposes. The
concept of J education institution is to "Achieve students, partners and dreams". It is a
training institution dedicated to the improvement of College Students' academic
qualifications. For training institutions, enrollment is the lifeline. To recruit more students,
the key is to strengthen the construction of the core team of employees, provide better
services for students and enhance the popularity of the organization. How to strengthen
employee management under the existing staffing situation, so that the limited employees
can create more value for the enterprise, and then help more students achieve their
undergraduate dream, make the company more prestigious in the society and achieve more
profits has become the top priority for the development of J education institution.
Since 2020, affected by the COVID-19, the business of J education institution has also
been affected to a certain extent. The traditional offline education cannot continue, which
requires enterprises to transform to online. In this process, some teachers quit their job,
students turned to other educational institutions, and the income of enterprises decreased
accordingly. This paper attempts to analyze J educational institutions in order to improve
their profitability. Through the research on the current employee performance evaluation
system of J education institution by means of questionnaire and interview, it is found that
the performance evaluation system is not effective, the performance evaluation standard is
not clear, the performance evaluation method is unscientific, the level of index system is
single, and the application of performance evaluation results is not in place. Therefore,
based on the performance evaluation theory, aiming at the problems found in the
investigation, this paper analyzes and optimizes the existing performance evaluation
indicators, and ensures the smooth implementation of the new performance evaluation
system through the later system guarantee and process supervision.Based on the actual
situation of J educational institution, this paper optimizes and adjusts the employee
performance evaluation index of educational institution, in order to provide reference for
the employee performance evaluation system of other similar enterprises.
KEYWORDS: Educational institution; Performance evaluation; Key performance
indicator method; Analytic hierarchy process
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