MBA学位论文
作者：秦旭
中广核新能源西北分公司一线技术员工绩效考核方案优化研究
中广核新能源西北分公司一线技术员工绩效考核方案优化
研究
中文摘要
随着能源危机、气候危机的到来，人类对新能源的投资力度逐步加大，新能
源产业也进入高速增长阶段，企业间的竞争愈发激烈，企业想要在这种大浪淘沙
的环境下站稳脚跟并求得长远发展，就必须要通过高效的绩效考核来提升内部管
理水平，整合优势资源，吸引优秀人才，增强企业竞争力。中广核新能源西北分
公司作为一家大型的中央企业，在经营过程中平均主义和大锅饭思想仍然存在，
员工工作时积极性不高，竞争意识较弱。
本文以绩效考核研究的相关理论为依据，利用问卷和访谈的方式深入研究了
中广核新能源西北分公司一线技术员工现行的绩效考核方案，发现该公司一线技
术员工绩效考核方案中存在的一些不足：绩效考核目的模糊不清、考核指标缺乏
合理性、考核辅导环节形同虚设、考核结果沟通与反馈流于形式等问题。通过对
具体问题原因进行深度挖掘，利用绩效考核有关理论，结合公司的实践经验，从
绩效考核方法、关键绩效指标、绩效结果应用、绩效辅导、绩效结果反馈五个方
面优化了绩效考核方案，并从组织、制度、技术、文化四个方面对优化后的方案
实施过程予以保障。
期望通过本文的研究，一方面可以帮助中广核新能源西北分公司管理者更加
公正、客观的对一线技术员工绩效进行评价，激发员工竞争意识，另一方面可以
帮助一线技术员工发现自身在技术上的优势和短板，在工作中有的放矢，在企业
中展现出自己的最大价值，同时帮助企业充分发挥人力资源优势，促进企业绩效
持续向好。
关键词：中广核新能源西北分公司，一线技术员工，绩效考核，优化方案
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MBA学位论文
作者：秦旭
中广核新能源西北分公司一线技术员工绩效考核方案优化研究
RESEARCH ON OPTIMIZATION OF PERFORMANCE
APPRAISAL SCHEME FOR FIRST-LINE TECHINCAL
STAFF OF CGN NEW ENERGY NORFHWEST BRANCH
Abstract
With the advent of energy crisis, climate crisis, intensifying human investment in
new energy, new energy industry hasalso entered a stage of rapid growth, the
competition between enterprises is increasinglyfierce, enterprise want to gain a
foothold in the sweep of the environment and thelong-term development, must
through the effective performance appraisal to improve internal management level,
integratetheadvantageresources, Attractexcellenttalentsandenhancethe
competitiveness ofenterprises. As a large centralenterprise, CGN NewEnergy
Northwest Branch still has egalitarianism and the idea of "big pot eating" in its
operation, and its employees are not enthusiastic and have weak sense of competition.
Based on the relevant theories of performance appraisal research, this paper
made an in-depth study of the current performance appraisal scheme for front-line
technical staff of CGN New Energy Northwest Branch by means of questionnaires
and interviews, and found some deficiencies in the performance appraisal scheme for
front-line technical staff of the company: The objectives of performance assessment
are unclear, the assessment indicators lack rationality, the assessment guidance link is
meaningless, and the assessment result communication and feedback become a mere
formality. In-depth digging cause of specific issues, the use of performance evaluation
relatedtheory,combinedwiththecompany'spracticalexperience,fromthe
performanceappraisal method,keyperformanceindicators, performanceresult
applied, performance coaching, performance results in five aspects to optimize the
performance appraisal scheme, and from the organization, system, technology and
culture from four aspects of the optimized plan implementation process is guaranteed.
Expect to pass the research of this paper , can help new nuclear energy in the
northwest branchmanagers more fairand objectiveto first-linetechnical staff
performance evaluation, inspire employees competitive consciousness, on the other
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MBA学位论文
作者：秦旭
中广核新能源西北分公司一线技术员工绩效考核方案优化研究
hand can help first-line technical staff employees find themselves on the technical
advantages and short board, targeted at work, in the enterprise, set their own greatest
value At the same time, it will help enterprises give full play to their advantages in
human resources and promote continuous improvement in corporate performance.
Keywords: CGN New Energy Northwest Branch, Front-line technicalstaff,
Performance appraisal，optimum proposal
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