在世界经济大变革大发展的时代,企业面临极具挑战的竞争环境,管理者们

都在想方设法地寻找企业自身的优势资源,以充分发挥它们的创造价值。人拥有

知识财富,他们是企业最宝贵的资源,人力资本的竞争是每个企业都不会放弃的

战略竞争点,加强人力资源管理也成为各个企业共同的选择。绩效考核是人力资

源管理中的核心内容,一套完整合理的绩效考核体系能不断激励企业员工发挥自

主创造性,能不断地使其为企业持续发展带来价值,从而实现企业战略与部门、

员工目标的统一,同时也最终实现企业绩效与员工绩效有机统一。

CHXZ集团公司是云南省重要的有色冶炼企业,作为我国A股的一家上市

公司,其在高速发展阶段一直以绩效致胜作为核心价值观。本文以CHXZ集团

公司的会泽冶炼厂的绩效考核为研究对象,在参考国内外研宄现状及有关绩效考

核理论后,针对会泽冶炼厂本身存在的问题,通过平衡计分卡和关键绩效指标法,

将企业目标层层分解到部门与个人,设计了考核表与考核方法,并通过相关实施

条件与配套保障措施的建立,形成了一套较为完整的绩效考核体系,期待该体系

能在企业得到实践并不断完善,并为同类有色金属冶炼企业的绩效考核与人力资

源管理提供借鉴。

关键词:绩效考核体系,平衡计分卡,关键绩效指标,配套措施

昆明理工大学硕士学位论文

Abstract

In the big changes in the world economy era of great development,enterprises

face a challenging competitive environment, and managers are trying to find their

superior resources of enterprises in order to give full play to their value creation.

Human have a wealth of knowledge, they are the most valuable resource, every

business will not give up the strategic point of competition: competitive human

capital,and strengthening of human resources management has become a common

choice of various enterprises. Performance appraisal is the core of human resource

management in the content, a complete set of reasonable performance evaluation

system can continue to motivate employees to play independent creativity, and it can

also continue to deliver value for the sustainable development of enterprises,thus

achieving a unified corporate strategy and department staff,and also finally achieving

the organic unity target of business performance and employee performance.

CHXZ Group is an important non-ferrous metal smelting enterprises in Yunnan

Province, as China!s A-share listed company, which treats winning performance as

core values in the stage of rapid development. This paper studied the performance

evaluation of a secondary unit of CHXZ Group,in reference to current research and

theory related to performance appraisal, through the Balanced Scorecard and KPI law,

downing corporate goals to every level departments and individuals, designed

evaluation form and assessment methods, and by implementing and supporting the

establishment of conditions for safeguard measures, formed a relatively complete

system of performance appraisal, expecting the system to get practice in business and

continue to improve, and to provide reference for similar non-ferrous metal smelting

enterprises performance evaluation and human resource management.

Key words: Performance appraisal system, Balanced Scorecard,Key Performance

Indicators, Supporting measures