中文摘要
近年来，随着国内外经济政治形势的不断变化，石化码头公司面对外部竞争
环境的机遇与威胁和内部提升经营管理水平、选拔人才等方面的迫切需要，急需
通过对现有的绩效管理体系进行改进，来提高绩效考核制度的公平公正性和绩效
考核结果应用的合理性，从而提高员工工作的积极性和主动性，使更多优秀的人
才脱颖而出，最终实现员工个人成才发展和公司整体绩效水平的全面提升，更好
地适应日趋激烈的市场竞争环境。

文章在对绩效管理的基本概念、五个基本流程和常用的四种绩效考核方法进
行介绍的基础上，运用定量分析与定性的分析相结合的方法对石化码头公司的基
本情况、人力资源现状、发展现状、绩效管理体系及绩效考核结果等内容进行了
分析，查找出了公司在绩效计划制定、绩效数据收集、绩效考核评价、绩效反馈
面谈和绩效提升改进等环节存在的问题，并提出了优化绩效考核指标、细化员工
绩效考核指标数据统计方法、员工绩效考核结果实施强制分配、制定绩效面谈计
划，扩大面谈范围、建立工作能力、工作态度二维表和根据三年绩效结果分析员
工潜力等具体的完善方法，有针对性地改进了公司的绩效管理体系。

当然，实施绩效管理并不只是公司的事情，在落实公司绩效管理体系完善方
案的过程中，除了应获得高层领导的鼎力支持外，还应通过建立公平、公正的考
核制度、将绩效管理与企业文化相融合和建立完善的绩效管理系统等对策，进一
步完善公司的绩效管理体系，降低员工对于绩效管理制度的抵触情绪。

关键词： 绩效管理，绩效考核，石化码头公司

ABSTRACT
In recent years, with the continuous changes in the domestic and international
situation of economic and political, TPPTC faces the opportunities and threats of the
external competitive environment and the urgent need of enhance the management
level and find some talents, so the company must to improve the existing performance
management system to enhance the justice level of the performance appraisal system
and the rationality of the result of the performance appraisal, so as to.improve the
enthusiasm and initiative of the staff, so that more excellent talents will show itself,
eventually realize both the personal development and the comprehensive promotion,
to better adapt to the increasingly fierce market competition environment.
Based on the basic concept and five basic processes of performance management
and four kinds of performance appraisal methods, this thesis combinds the
quantitative analysis and qualitative analysis to introduce the company’s basic
situation, human resource situation, development status, performance management
system and performance evaluation results to find out the problems in the
performance plan, performance data collection, performance assessment, performance
feedback and performance improvement,and then puts forward some methods such as
optimization performance appraisal indicators, refinement the method of data
statistics of staff performance appraisal index, implementation of mandatory
distribution of the staff performance appraisal results, formulate plans of performance
interview and expand the interview scope, establish two-dimensional tables of work
ability and work attitude,through three years performance analysis results to specific
the potential employees to improve the company's performance management system.
Of course, the implementation of performance management is not only the
matters of the company, in the process of implementation the improvement of
performance management system, in addition to get the support of the top manager,
but also need to establish a fair impartial evaluation system, integrate the performance
management and corporate culture and establish a performance management system
to improve the performance management system of the company ,so that to reduce the
staff’s resentment of the performance management system.
Key words：performance management, performance appraisal, TPPTC