摘 要
面对激烈的市场竞争环境，企业要想保持竞争优势，说到底是拥有一支有
竞争力的优秀团队，那么，有效的人力资源管理，吸引、培养、留住优秀人才
便是企业提升自身竞争力的重要途径。企业人力资源管理的重点部分是对员工
绩效管理，而绩效考核是关键性的一个环节，它在实现企业目标战略方面，起
到不可替代的作用。很多企业面临的诸多难题中，其中之一便是如何设计一套
行之有效的绩效考核体系。

本文从 A 公司目前面临的管理瓶颈入手，深入分析了其绩效考核现状，发
现该公司在绩效考核上存在的问题时对于绩效考核结果的应用非常单一，仅仅
作为薪资分配的一种工具，考核形式简单，流程不合理，缺乏绩效反馈、绩效
改进等关键环节，绩效考核不成体系。

对于该公司存在的绩效考核方面的问题，本文对绩效考核制度进行优化设
计，重新定位该公司绩效考核的目的，拓展绩效考核结果的应用领域，提高员
工的工作绩效，帮助实现企业近期及远期的战略目标。本文设计的考核体系由
实施考核前的准备，考核过程中的实施，分析考核后的结果，不断改进绩效以
及对结果进行充分的应用等五个环节组成。这一套体系在初步实施过程中取得
了良好的成效，初步达成公司管理层预期设定的目标，员工的工作绩效得到了
显著的提升。

绩效考核体系，它的建立和设计是一项复杂而且繁琐的工程，很多企业对
其一直还处于探索阶段，尤其是对于销售型企业来说，在考核过程中总会存在
着一些问题。因此，本文以 A 公司为例，试图寻找一套符合我国大多数同类企
业又具有较强操作性的绩效考核方法。

关键词：绩效考核 人力资源管理 考核体系优化

III
Abstract
Facing the environment of the fierce market competition, the enterprises, in the
final analysis, need to own their excellent team for maintaining the competitive
advantage. So, effective management to human resource has been considered a vital
approach for the enterprises to acquire the predominance. In human resource
management, the performance managing is the key, while in the performance
managing, the performance evaluation is the most important which plays a decisive
role in realizing the goal of the business strategy. Nevertheless, how to set up a
System of Performance Evaluation (SPE) which can adapt to the enterprises is a
puzzle for years.
This thesis starting from the management bottleneck which the company A has
encountered, we have made profound analysis for the current situaiton of
performance evaluation of company A. We find out that the problems existing in the
performance evaluation comes from the single application of the results, for the
performance evaluation is only being used for a sort of facility to allocate the benefit,
it causes some deficiencies of the simple evaluation mode, the unreasonable process,
the performance feedback, the performance improvement and some other important
procedures.
In view of the main problems in the performance evaluation, this thesis reposition
the application of performance evaluation and put forward that improving and
enhancing the overall performance of the emplyees and the enterprises, discovering
the employees’ own potential and planning their professional career will be targeted
the main purpose and find the way to solve the root cause. The SPE that consists of
evaluation preparation, evaluation execution, evaluation feedback and analysis,
performance amelioration, evaluation application and so on, has been constructed.
The initial implementation of this SPE has achieved the favorable achievement. The
emplyees’ enthusiasm and motivation has significantly enhanced, the communication
of the managers and the employees has greatly increased, the performance has beenIV
improved.
Establishment of SPE is a complex task, most of the enterprises have just stood in
the stage of start and grope, especially some sales-oriented enterprises have got
many problems when implementing the SPE. Therefore, this thesis, taking company
A for example, try to find a SPE which can fit for the majority of our similar
enterprises, meanwhile it can also be operated well in practice.
Keywords: Performance evaluation Human resource management
Evaluation system optimization