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论文作者（签名）：
2023 年 1 月 6 日
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作者签名：
2023 年 1 月 6 日
摘要
摘要
城市公交是社会公益性事业，与人们日常生活息息相关。公交驾驶员作为公交公
司的基层员工，是公交公司经营活动的主力军，对公司的发展起到举足轻重的作用。
然而，公交驾驶员存在着工作时间长、劳动强度大、薪酬水平低等特点，伴随着驾乘
矛盾的频发，公交驾驶员的绩效考核理应受到足够重视。
RT公交公司是LB县公共交通企业，随着城乡公交一体化的全面推进，公司的发
展规模持续扩大。然而，公司绩效考核体系缺乏完善性，考核指标定位不准确，考核
结果应用不充分，这些问题造成RT公交公司驾驶员工作积极性受到一定影响。
首先，本文阐述了绩效考核的研究背景与意义，分析了近年来国内、外关于绩效
考核的最新研究成果，阐述了绩效考核的相关的有关概念和理论基础。其次，本文运
用了问卷调研法和访谈法分析了RT公交公司的人力资源现状和驾驶员绩效考核现
状，发现了RT公交公司驾驶员现行绩效考核体系存在的四个方面问题，分别是员工
对绩效考核认识不全面、绩效考核指标体系定位不准确、绩效考核流程实施不完整、
绩效考核结果应用不充分等。再次，结合问题分析，建构了基于BSC和KPI相结合的
绩效考核体系。运用权值因子法对考核指标进行了权重分配，并优化了考核的相关流
程，并提出了保障措施。
最后，对研究结论进行了总结梳理，分析总结了研究中的局限性，并对未来可能
的研究方向进行了展望，以期对其他公交企业产生一定帮助。
关键词：RT公交公司；绩效考核；BSC
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RT公交公司驾驶员绩效考核体系优化研究
Abstract
City bus is a public welfare enterprise, closely related to our daily life. As the
basic staff of the bus company, the bus driver is the main force of the business
activities in the bus company, therefore plays a decisive role in the development of
the company. However, bus drivers have the characteristics of long working hours,
high labor intensity and low salary level. With frequent conflicts between bus drivers
and passengers, bus drivers' performance assessment should be paid enough attention
to.
RT Bus Company is a public transport enterprise in LB County. With the
comprehensive promotion of the integration of urban and rural bus service, the scale
of the company continues to expand. But to some extent, the driver’s working
enthusiasm in RT Bus Company hasbeen affected with the problems of the
imperfection ofthe performance assessmentsystem, inaccurate positioningof
assessment index and inadequate application of assessment results.
First of all, this paper expounds the research background and significance of
performance assessmentwith analysesof thelatest researchof performance
assessment at home and abroad in recent years, and the relevant concepts and
theoretical basis of performance appraisal are elaborated subsequently.
Secondly, the paper analyzes the current situation of human resources and driver
performance assessment in RT Bus Company by means of questionnaire survey and
interview. And four problems are found in the current performance assessment system
in RT Bus Company. They are incomplete understanding of performance assessment,
inaccurate positioning of the index system in performance assessment, incomplete
implementation of performance assessment process and inadequate application of
performance assessment results.
Thirdly, with the analysis of the problems, a performance assessment system
based on BSC and KPI is constructed. In the case, the weight factor method is applied
to adjust the weight of the assessment index. The relevant process of the assessment is
optimized, and the safeguard measures is put forward as well.
Finally, the research conclusions are summarized. With the limitations in the
research analyzed, the future research suggestions are presented in order to provide
help to other bus enterprises.
Key Words: RT Bus Company; Performance assessment; BSC
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