学校代码：10730
分类号：密级：公开
LZ 餐饮连锁门店店长绩效考核方案优
论文题目（中文）
化研究
Research on optimization for
论文题目（外文） performance appraisal of store
managers of LZ catering chain stores
作 者 姓 名 高瑛
类 型 领 域 工商管理硕士
研 究 方 向 人力资源管理
教 育 类 型 学历教育
指 导 教 师 张永 教授
论 文 工 作 时 段 2021 年 3 月至 2022 年 5 月
答 辩 日 期 2022 年 5 月
校址：甘肃省兰州市城关区天水南路 222 号
EMBA 学位论文 作者：高瑛 LZ 餐饮连锁门店店长绩效考核优化方案
EMBA 学位论文 作者：高瑛LZ 餐饮连锁门店店长绩效考核优化方案
LZ 餐饮连锁门店店长绩效考核方案优化研究
中文摘要
餐饮作为供给侧结构性改革的一部分，消费升级的主战场，人民对美好生活
的向往“入口级”的行业正处于一次系统升级的变革中。由开餐馆到做餐饮企业、
由传统的手工服务到现代化零售业的转化，大公司在快速扩张，小企业紧跟步伐。
作为餐饮行业中最重要的呈现形式，连锁门店是主要的形态，在学习成熟的国内
外人力资源管理经验的基础上结合本土环境，产生了不同经营管理模式，派生出
了多样化的中国特色的连锁经营管理文化。连锁门店作为实现连锁企业目标最重
要的载体，对店长进行有效的人力资源管理，对实现门店经营目标意义重大。
笔者所在的连锁餐饮企业四川省 LZ 餐饮文化管理有限公司（以下简称“LZ
餐饮”）对各门店店长的管理是日常管理中的重要活动，门店店长的绩效考核一
直存在，但目前的运行过程中，存在着较多的问题，这些问题的存在影响了店长
工作的积极性，店长工作的积极性受到了影响，进而影响门店有序高效的运转。
因此选择针对连锁门店店长的绩效考核研究作为优化店长工作的基础，具有重要
的意义，也是餐饮连锁门店需要面对的重要研究课题。
本文通过对LZ 餐饮门店店长的当前绩效考核现状进行梳理，用问卷调查法
进行存在问题的挖掘和归类，用访谈法进一步发现问题、挖掘深层次的原因，由
此发现当前绩效考核中存在的主要问题。运用目前国外、国内绩效考核有关的理
论知识，通过关键指标法、平衡计分卡、关键成功要素法研究问题和讨论问题的
成因，结合企业所处的环境、发展阶段等实际情况，基于研究结果提出改进方案，
并在优化方案实施中进行有效的绩效沟通，提供有效地保障举措。以此提高门店
店长工作的积极性，提升品牌形象和门店竞争力。
最终本文从阐述理论、发现问题、分析问题、解决问题的过程中得到了启示
和结论。虽然本文还存在某些方面的不足，但是以连锁门店店长的绩效考核为切
入口，在提高店长积极性、激励店长自驱力，提高店长自身的管理水平，对于餐
饮连锁企业的门店的稳定和扩展具有重要的意义，也可以为其他中小餐饮连锁企
业对门店店长的管理提供参考借鉴。
关键词：LZ餐饮，门店店长，绩效考核，关键绩效指标
I EMBA 学位论文 作者：高瑛LZ 餐饮连锁门店店长绩效考核优化方案
RESEARCH ON OPTIMIZATION FOR PERFORMANCE
APPRAISAL PLAN OF THE MANAGER OF LZ
CATERING CHAIN STORES
Abstract
As a part of the supply side structural reform, catering is the main battlefield of
consumption upgrading. The aspirations of the people to live a better life, and the "entry
level" industry is in the change of systematic upgrading. With the transformation from
opening restaurants to manage. Chain stores are the main form as the most important
presentation form in the catering industry. On the basis of learning mature human
resource management experience at home and abroad, combined with the local
environment, with the local environment, and diversified chain operation and
management culture with Chinese characteristics has been derived. Chain stores as the
most important carrier to achieve the goals of chain enterprises, effective human
resource management for chain store managers is of great significance to achieve the
goals of store operation.
Sichuan LZ Catering Culture Management Co., Ltd. (hereinafter referred to as "LZ
catering"), the chain catering enterprise where the author works, manages the store
managers of various stores as an important activity in daily management. The
performance assessment of store managers has always existed, but there are many
problems in the current operation process. The existence of these problems has affected
the enthusiasm of store managers, and the enthusiasm of store managers has been
affected, Thus affecting the orderly and efficient operation of stores. Therefore, it is of
great significance to choose the performance appraisal research for chain store
managers as the basis of optimizing the store manager’s work, and is also an important
research topic that catering chain stores need to face.
This thesis sorted out the current performance appraisal status of LZ restaurant
store managers, used questionnaire survey method to dig and classify the existing
problems, and used interview method to further find the deep-rooted reasons for the
problems, so as to find the main problems existing in the current performance appraisal.
II EMBA 学位论文 作者：高瑛LZ 餐饮连锁门店店长绩效考核优化方案
Using the current theoretical knowledge related to foreign and domestic performance
appraisal, this thesis studies the problems and discusses the causes of the problems
through the key indicator method, balanced scorecard and key success factor method,
combined with the actual situation of the enterprise, such as the environment and
development stage, puts forward the improvement scheme based on the research results,
carries out effective performance communication in the implementation of the
optimization scheme, and provides effective guarantee measures. So as to improve the
enthusiasm of store managers and enhance the brand image and store competitiveness.
The final version obtains enlightenment and conclusion from the process of
expounding theory, discovering problems, analyzing problems and solving problems.
Although there are still some deficiencies in the thesis, taking the performance
evaluation of chain store managers as the cut-off point, in improving the enthusiasm of
store managers, encouraging store managers; self-drive and improving the management
level of store managers, it is of great significance for the stability and expansion of the
stores of catering chain enterprises, and can also provide reference for the management
of store managers of other small and medium-sized catering chain enterprises.
Key words: LZ Restaurant, store manager, performance appraisal, key
performance indicators
III