随着经济全球化的推进与信息技术的迅猛发展,在传统的商业竞争优势如资金、技

术等不断受到质疑的情况下,上至国家、下至企业,凡是组织存在的地方,几乎都把发

展的重点都放在“人”这种独特上。由于对“人”的依赖及绩效管理在人力资源管理中

的地位和作用,绩效考评的研究引起了企业广泛关注。

中原四厂正面临着巨大的挑战,一方面油气资源勘探开发难度不断加大,另一方面

与国际大型石油公司的竞争压力又迫使它不断降低勘探开发成本。石油勘探幵发欧亿·体育（中国）有限公司很

大程度是勘探勘探开发者智慧和神秘自然界带给开发者运气的竞争,勘探开发成效的好

坏既依赖于自然条件,更高度依赖于人。正因为如此,中原四厂生存发展的立足点只能

放在员工绩效提高上。为激发员工的工作热情,需要对人力资源管理基础的现行绩效考

评办法进行审视、分析,建立真正符合企业自身特点的绩效考评体系。

针对中原四厂实际,在分析中原四厂绩效管理体系定位与建立原则基础上,对绩效

管理的关键绩效指标进行了设计研究。首先依据中原四厂的特点对现有员工进行了类别

划分,按性质不同分为研究技术系列、生产操作系列、项目管理系列与综合管理系列。

然后根据公司战略目标对不同系列员工的要求,确定了相应的绩效考评内容。然后按照

确定关键绩效指标的SMART原则,分系列对员工的考评内容进行了归类与细化,得到了

关键绩效指标体系。此外,对中原四厂建立的绩效考评体系,文章还强调了对管理过程

的关注,研究了考评信息的收集形式及依靠调节考核内容权重,突出不同管理需求的方

法。最后文章对绩效考评体系的建立、运行中可能存在的问题进行了分析研论,提出了

有针对性的解决方案。

关键词:中原油田四厂;绩效考评;体系;指标;设计

Abstract

With the propulsion of the economic globalization and the rapid development of the

information technology, the traditional commercial competition advantage such as capital,

technique and so on is questioned continuously. From the government to the companies,

where the organization exists, the person always is the key factor to support the

development. Because of the importance of the person and the role of the performance

management in the human resources management, enterprises are focusing on the research of

the measures of the performance management extensively.

Now, it is faced up with the big challenges. On one side, it is more and more difficult to

explore the oil & gas resource, on the other side the competitive pressure from the

international big oil companies force it to lower the exploration cost significantly. In the big

extent, oil exploration is the competition between explorers the wisdom and mystery nature.

The result of exploration relies on highly person. Facing the challenge, the keystone of

survival and development of the subsidiary of SESfOPEC must be the enhancement of the

performance management. In order to initiate enthusiasm of the employees, it needs to check

and analyze the current measures of the performance management and establish the

performance management system which is suitable for its characteristic.

Based on the needs and characteristic of the subsidiary, the paper defines subsidiary's

performance management's position. And on the base of the establishment principle, the paper

focus on the design of the key performance index which is the research of the key point as

well as the difficulty of performance management system. At first, based on the characteristic

of the subsidiary it diversifies the employees who can be divided into research technology

series, production series, project management series and synthesized management series.

Then according to the strategy object, different series need different result, activity and

personal characteristic. It defines different evaluation items. Then based on the SMART

principle which can define the key index, it diversifies the index according to the series and

gets the either quantificational or behavioral assistant evaluation index and key performance

index system. At the same time, it defines the user of every index who is the examiner of the

performance evaluation.

In addition, the paper empathizes the concern to the process of the performance

management,studying the form of information's collections form outstanding different

management demand aimed at different management needs.

At the end of paper, it discusses the possible problem on the establishment of

performance management system and put forward the correct solution.

Keywords: performance evaluation system; research; object; evaluation; index