摘要
改革开放以来，中国企业得到了快速的发展，但也遇到了发展的瓶颈，绩
效管理也成为了制约企业发展的瓶颈之一。本文的研究意义在于通过对绩效管
理基本理论的了解，比较分析华为和泰科公司的绩效管理模式，借此分析美国
企业与中国企业绩效管理的差异及其形成原因，找出我国企业在绩效管理方面
的弱点和缺点，提出在绩效管理方面的意见，为我国企业解决绩效管理的瓶颈
和障碍尽微薄之力
本文从国内外绩效管理研究现状入手，综述了国内外绩效管理的发展状况，
在此基础上，从不同社会文化的角度对绩效管理模式和特点也做了适当的分析，
说明绩效管理和社会文化制度与企业文化建设是紧密相连的，社会文化特征深
刻影响了企业绩效管理模式的特点
笔者对具有代表性的中国华为公司和美国企业泰科公司的绩效管理进行了
比较，结合笔者多年的工作经验和观察，总结出与美国企业相比，中国企业在
绩效管理方面存在的弱点和问题，并就此提出对改善绩效管理的个人意见
总之，本文论述的结论是：任何成功的管理模式的应用都有其成熟的文化
和研究发展过程，不可能是一蹴而就的。我国企业在引用美国企业先进的绩效
管理模式之前，必须了解清楚我国文化的特点，了解本企业的综合能力和文化，
知己知彼，从而扬长避短，洋为中用。只有这样，才不会盲目过度地借鉴国外
成果，导致事倍功半；只有这样，才能建立有利于我国企业发展的绩效管理体
系
关键词 绩效；绩效管理；比较
II
Abstract
Since reform and opening-up policy, many Chinese enterprises have grown up
very fast and obtained fruitful achievement in past 20 years. However, they also
encountered the bottleneck of development on their way to have more successes.
Obviously, as the key part of human resource management, KPI (Key Performance
Indication) management has been one of their bottlenecks and barricades limiting
business development.
The intention of this article is to compare and analyze the KPI management
mode between Tyco corporate from USA and Huawei firm from China with the
understanding of general performance management theory. With that, further compare
and analyze the difference in performance management from American and Chinese
enterprises and their root cause, dig out the weakness and shortcoming in
performance management of our domestic enterprises, after that, the writer try to
define the improve action and comment for reference. .
This paper started from the situation of current performance management abroad
and home, stated the development status of performance management overall. Based
on these situations, the writer analyzed the mode and character of performance
management from culture and social point of view and point out that performance is
associated closely with the culture of enterprise and country. The writer combine the
working experience of writer himself and observation, summarize out the weakness
and shortcoming of domestic enterprise after compared with company from USA,
then put forward some valuable and helpful suggestion and comment.
In a word, the conclusion of the whole paper is that every successful
management mode should have its own mature culture and background of research
and development. We must be familiar with the character of our national culture and
the comprehensive abilities of domestic enterprise before quoting the advanced
performance management modes from American enterprises, only so, we could know
the enemy and know ourselves, at the same time, we could let foreign things serveIII
China and avoid blindly copying them.
Key words: Performance; Performance Management; Compare