企业中层管理人员是提升企业竞争力的中坚力量,是企业战略实施中的具体执行

者,在企业发展中发挥养着重要的作用。中层管理人员的绩效表现对企业战略目标的实

现有着非常重要的影响。因此,建立起一套行之有效的中层管理人员绩效管理体系是非

常存必要的。

本文以延长井下分公司的管理人员作为研究对象,在绩效考核相关理论的研究基础

上,采用问卷调查、满意度调查法对延长井下分公司中层管理人员绩效考核的现状进行

深入调研分析,发现公司在中层管理人员绩效考核方面确实存在一些问题,并对问题产

生的原因进行了分析。其次,结合井下分公司管理人员绩效考核现状,对井下分公司管理

人员绩效考核体系进行优化设计,包括优化设计的目的、原则、思路、指标体系构建、权

重确定、考核标准设计等,并结合延长井下分公司业务特点和工作流程,基于关键绩效

指标考核结合平衡计分卡,运用定量和定性指标相结合的方法对绩效考核指标进行了完

善,运用层次分析法对指标考核权重进行了明确。对绩效管理体系进行了完善,增加了

绩效反馈、绩效改进环节,对绩效考核的申诉、改进等作了进一步详细的规定,对现有

绩效管理体系进行优化和完善,提升公司绩效管理水平,促进企业进一步发展。最后,

主要从加强高层领导的观念重视、建立完善的绩效考核组织制度、强化绩效考核体系的

技术培训、绩效考核体系的文化保障四个方面提出了保障措施。

绩效考核归根到底是为了提高各级管理人员和全体员工的绩效,充分调动他们的积

极性和主动性,提高企业的价值创造能力,从而不断实现企业的战略目标,使企业在激

烈的市场竞争中立于不败之地。论文对井下分公司管理人员绩效考核体系的建立和实施

进行了详细、全面论述,对改善其他员工的绩效考核,推行企业全员绩效考核具有参考

价值。

【关键词】绩效;绩效考核;绩效管理;关键业绩指标

【研究类型】应用研究

Enterprise middle managers are the backbone of the enterprise

competitiveness, is the concrete executor of enterprise strategy implementation,

in the development of enterprises play an important role. Middle management

performance of enterprise strategic target realization has a very important

influence. Therefore, to establish an effective system of middle managers

performance management is very necessary.

Based on the extension of the downhole branch as the research object, the

management of the performance appraisal on the basis of related theory research,

by the method of questionnaire survey, satisfaction survey, to extend the

downhole branch of middle managers performance evaluation analysis of the

status of the in-depth research, found that companies in the middle management

personnel performance appraisal aspect exists some problems, and analyses the

cause of the problem. Second, together with the present situation of underground

branch management staff performance appraisal, the downhole branch

management personnel performance evaluation system is optimized design,

including the purpose of optimization design, principle, way of thinking, build

the index system, weight determination, evaluation standard design, etc., and

connecting with the extension of the downhole branch business characteristics

and working process, based on the assessment of key performance indicators

(kpis) in combination with the balanced scorecard, using the method of

combining quantitative and qualitative indicators to improve the performance

Abstract

evaluation indicators, using the analytic hierarchy process (ahp) to evaluation

weights are made clear. On the performance management system is perfect,

increased the performance feedback and performance improvement, complaints,

improvement of performance appraisal and made a further detailed provisions,

optimize the existing performance management system and perfect, enhance the

level of corporate performance management and promote the further

development of enterprises. Finally, mainly from the idea of strengthen

high-level leadership attaches great importance to, build system of perfect

performance appraisal organization, strengthening performance appraisal system

of technical training, performance appraisal system of cultural security four

aspects the guarantee measures are put forward.

Performance appraisal in the final analysis is in order to improve the

performance of managers at all levels and all employees, fully motivate their

enthusiasm and initiative, improve the ability of value creation of enterprises, to

achieve the strategic goals of the enterprise constantly, make the enterprise in an

impregnable position in the intense market competition. Papers of downhole

branch managers the establishment and implementation of performance

appraisal system in detail, and discussed, to improve the other employee

performance appraisal, implementation of enterprise employee performance

appraisal has reference value.

【KeyWords】 performance; performance assessment; performance management;

KPI

【Research Type】 Applied Research