摘要
ii
中文摘要
在现代企业经营管理中，企业是人力资源管理的一个主要舞台，而人力资源则是
一切资源优势中最宝贵的资源，优秀、高素质的人才俨然已成为现代企业的重要无形
资源，如何提高人力资源开发和利用效率成为了困扰企业的问题。有效的人力资源管
理，通过科学合理的手段，组织和挖掘人力资源，可以启发员工的创造力与活力，使
员工能积极、主动、创造性的开展工作，从而可以实现企业价值的升值增值，能给企
业带来巨大的经济利润。归根结底，21 世纪的市场竞争，是人才的竞争
[1]
。如何让企
业人力资源成本效益发挥到最优——如何吸引、留住人才，则成为企业经营管理的重
点，而绩效考评体系的建立与优化，对于企业绩效管理部门来说至关重要
[2]
。
绩效考核作为现代人力资源的重要组成部分，在企业运营中扮演着重要的角色。
行之有效的绩效考核不仅能有力提高企业员工的工作积极性和工作效率，也可以进一
步提高企业的整体运营效率，增强企业的综合实力。最近几年，随着交通欧亿·体育（中国）有限公司的不断
发展，很多公司已经意识到一套科学、有效的绩效考核体系对提高公司运营效率，增
强公司的竞争实力，促进公司总体战略的实现具有不可替代的作用，这便对相关交通
公司自身的管理水平提出了更高的要求
[3]
。本文选取 A 高速公路有限公司作为研究对
象，其作为国有控股的公司，主要从事高速公路收费、运营与养护，以及基础设施的
投资、经营、管理等。近年来 A 公司已经建立了一系列的绩效管理体系，对于企业机
关及下属单位的运营管理提供了依据，并提高公司人力资源的规范化管理水平，对于
公司长远发展提供了积极作用。本文以 A 高速公路有限公司的员工绩效考核体系为对
象，综合运用先进的绩效管理理论，结合调研与分析了企业现有的员工绩效管理体系
的现状与问题，并以此提出一套完善的优化设计方案，对于 A 公司进一步增强公司的
监管以及对员工的激励约束机制的有机创建，提供了指导意义，并为实现整个公司的
经营战略目标搭建平台，同时希望能够对其他同类企业起到参考借鉴的作用。
关键词：高速公路；人力资源管理；绩效管理；绩效考核ABSTRACT
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ABSTRACT
In the modern enterprise management, the enterprise is a main stage of human
resource management, and human resources is the most valuable resource in all resources,
excellent, high-quality talents has become an important intangible resources in modern
enterprises, how to improve the human resources development and the use efficiency has
become a problem for enterprises. The effective management of human resources, through
scientific and reasonable means, organization and development of human resources can
inspire creativity and vitality of employees, so that employees can actively and creatively
work, so as to realize the enterprise value appreciation value, can bring huge economic
benefits to the enterprise. In the final analysis, the market competition in twenty-first
Century is the competition of talents. How to make the benefit of human resources cost
enterprises play to the best -- how to attract and retain talent, has become the focus of
enterprise management, and performance appraisal system establishment and optimization,
is crucial for enterprise performance management.
As an important part of modern human resources, performance appraisal plays an
important role in the operation of enterprises. Effective performance appraisal can not only
effectively improve the enthusiasm of the staff and work efficiency, but also can further
improve the overall operational efficiency of enterprises, enhance the overall strength of
enterprises. In recent years, with the development of transportation industry, many
companies have been aware of a scientific and effective performance appraisal system to
improve operational efficiency, enhance the company&39;s competitiveness, promote the
implementation of the overall strategy of the company plays an irreplaceable role, it related
to transportation company&39;s own management level put forward high demand. In this paper,
A Expressway Co., Ltd. as the research object, as a state-owned holding company, mainly
engaged in highway toll, operation and maintenance, as well as infrastructure investment,
management, management, etc.. In recent years, A company has established a series of
performance management system, provides the basis for enterprise management agencies
and subordinate units, and improve the level of standardized management of human
resources, provide a positive role for the long-term development of the company. Based on
the performance appraisal system of A Expressway Company as the object, the integrated
use of advanced performance management theory, combined with the research and analysis
of the current situation and problems of the existing enterprise employee performance
management system, and puts forward a set of perfect design for A company to further
enhance the company&39;s supervision and organic creating incentive mechanism for
employees, provide guidance, and build a platform to achieve the goal of strategy of theABSTRACT
iv
whole company, and hope to be able to reference to other similar enterprises.
Key words：expressway；human resource management；performance management；
performance appraisal；目 录
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目 录
独创性声明.................................................................................................................................I
关于论文使用授权的说明.........................................................................................................I
中文摘要...................................................................................................................................II
ABSTRACT.................................................................................................................................III
1.绪论.........................................................................................................................................1
1.1 选题背景与意义.............................................................................................................1
1.1.1 选题背景..................................................................................................................1
1.1.2 研究意义..................................................................................................................2
1.2 国内外研究现状.............................................................................................................2
1.2.1 国外研究现状..........................................................................................................2
1.2.2 国内研究现状..........................................................................................................3
1.3 研究内容及方法.............................................................................................................5
1.3.1 研究内容..................................................................................................................5
1.3.2 研究方法..................................................................................................................6
2.基本概念与相关理论综述.....................................................................................................8
2.1 绩效考核的基本概念.....................................................................................................8
2.1.1 绩效的涵义..............................................................................................................8
2.1.2 绩效考核的内涵......................................................................................................8
2.1.3 绩效管理的涵义....................................................................................................12
2.1.4 绩效考核与绩效管理的区别.............