DY控股集团经过十几年的拼搏努力,从一个只有3000元资金、2名员工、

12平方的燃具小店铺发展成为一家拥有“经典厨卫”、“品质房产”、“实业投资”

三大事业板块,员工3000余名,资产12亿元,销售超18亿元的大型现代化企

业集团,实属不易。未来企业如果想在当下这个竞争激烈的社会依然屹立不倒,

那么构建科学的绩效考核体系就成为了重中之重。

业务主管在DY控股集团中可以说扮演了一个承上启下的角色,是该集团的

中坚力量,所以我们就业务主管现行的绩效考核进行深入研究,从点入手,解决

这个关键一环目前仍然存在的问题。笔者通过调查问卷,面谈等方式,发现了

DY控股集团业务主管绩效考核中存在的一系列问题,诸如:考核目的不明确,

考核系统不健全,考核方法不科学等,如果还不进行大刀阔斧的改革,那么DY

控股集团不仅将直面现在这种裹足不前的局面,未来将会遇到更多棘手的问题。

因此,本文在借鉴国内外绩效管理和业务主管绩效考核的研究成果和相关理

论的基础上,针对DY控股集团业务主管绩效考核存在的主要问题进行对症下药,

首先用关键指标法确定评价指标、接着运用层次分析法确定绩效考核指标权重,

并结合360度绩效评估法对评价对象进行打分,通过定量与定性的有机结合,得

出科学完整的绩效考核体系。

未来将引入这套科学的考核体系,从而全方面的提升业务主管的竞争力,同

时也可以将之在集团内推广,供其他部门借鉴改革。与此同时,本文也丰富了民

营企业绩效考核的研究。

关键词:DY控股集团,业务主管,绩效考核

Abstract

Abstract

After ten years effort, DY holding enterprise become a big modern group,who

has assets with RMB 1.2 billion, more than 3,000 employees,and RMB1.8 billion in

sales* There are three sectors of DY: Classic kitchen, Quality property, Industrial

investment. Before this, they are only a small appliance store in 12 square meters,

who has assets of RMB 3,000,12 employees. The most important for this enterprise

to keep the position in this competitive society is to build a scientific system of

performance evaluation-

Business supervisor is the key role as a connecting link between the preceding

and the following in DY group. To solve current problem in this link, we investigate

from each point about performance evaluation for supervisor. After Questionnaire,

interview, the writer found out some problems of performance evaluation in DY

group, such as: assessment aim is not clear, system is not perfect, method is not

scientific etc. If there is no big reform in DY group, it is not only stagnation problem,

but also more difficult problems in the future.

Therefore, on based of domestic and international research result and related

theory for performance management and supervisor performance evaluation. About

the main problems of supervisor performance evaluation in DY enterprise, we solved

as below: firstly, determine the evaluation index, secondly determine the performance

evaluation index weight by using key performance indicators, then rate with 360

degree performance evaluation method, so we get a scientific performance evaluation

system through quantitative and qualitative method.

To upgrade the competitive ability of supervisor, the scientific evaluation system

will be used in the future. It also can be promoted and copied by other departments in

the group. In the meantime, this article also enriches the research of private

enterprise performance evaluation.

Key words: DY holding group Executive supervisor performance evaluation.