摘要
在市场经济条件下，高速公路企业对中国国民经济的增长贡献巨大，经济发展对
于高速公路的需求也在不断加大，全国高速公路的总里程呈现不断增长的趋势与之对
应的高速公路企业也在不断增加，并且原有的高速公路企业在扩大与转型，所以企业
之间的竞争逐渐转变为人才的竞争。怎么样提高公司的管理水平和经济效益是现如今
高速公路企业应该考虑的主要问题，要解决这个问题，人力资源管理就显得尤为重要，
而绩效考核在人力资源管理里面作为主要环节，其对于高速公路企业的经营、运行、
发展起着十分重要的作用，它为企业提供了员工的薪资、鼓励、培训和员工的发展提
供了重要的参考，所以，怎么样健全企业的绩效考核体系就成为了企业需要思考的重
点问题。优化绩效考核不是短时间内就能完成的事情，是一个长期的过程，这就需要
高速公路企业有发散的思维去接受新的考核方式；变通的思维去将新的方式改变并融
合到自己公司的考核体系当中。本文以绩效考核作为基础且更加全面、深刻地分析了
中国当前中国的高速公路企业在绩效考核的过程中所存在问题的原因，即经营观念落
后 ；人力资源管理制度不健全、不规范；职位分析薄弱；绩效考核过程过于主观；
将其他企业的考核方法原封不动地应用在自己的企业中或者认为新颖的方法总是好
的，进而盲目最求。这些问题的出现导致如今快速发展的中国高速公路在经济方面相
对滞后，跟不上实际上的高速公路发展的步伐。高速公路企业无法选拔出真正的人才，
导致中国高速公路欧亿·体育（中国）有限公司无法继续提高，若长期以人数的堆叠来使其发展的体系必将在
某一天崩塌。所以本文针对高速公路绩效考核所存在的不足做出了总结，并就这些不
足之处提出了整改意见：首先一定要具有考核的意识必须在内心有着科学的绩效考核
观念、所有员工都需要相应的绩效考核制度（包括普通员工、领导）、对于绩效考核
建立反馈机制、创建科学的绩效考核体系。将 HE 高速公路公司作为研究对象，对于
一些典型的问题可以以点盖面，由这一家企业找出问题，推广到中国的其他高速公路
企业当中。使用问卷调查、案例分析、文献欧亿·体育（中国）有限公司等研究方法，对该高速公路公司绩效
考核中存在的问题进行了分析，并且设计出一套针对该公司员工绩效考核的方案体系

同时，提出了该高速公路公司员工绩效考核实施的保障措施:首先对考核者进行有关
心理方面培训，其次要建立有效的绩效申诉制度，对于工作分析必须有科学性的保障，II
除此之外个人对于团队，以及团队对于个人都有着密切的相互作用，将这些作用考虑
到之中，最后建立一套科学的绩效考核标准

关键词：绩效考核；绩效反馈；绩效申诉III
Abstract
Under the condition of market economy, a great contribution to China highway enterpr
ises to the growth of the national economy, economic development for highway demand is
also increasing, the total mileage of national highway highway enterprises showed a growin
g trend with the constantly increase, and the original highway enterprises in expanding and
transformation, so between enterprises competition is gradually transformed into the compe
tition of talents. How to improve the company&39;s management level and economic benefit is
the main problem now highway enterprises should consider, to solve this problem, the hum
an resources management is particularly important, performance appraisal is in the manage
ment of human resources.The main part of the expressway for business operation, plays a v
ery important role in the development, it provides staff salaries, for the enterprise encourage
ment, provides an important reference, staff training and development so how to perfect ent
erprise performance appraisal system has become key issues for enterprises to consider. To
complete optimization the performance appraisal is not a short time, is a long process, whic
h requires the highway enterprises have divergent thinking to accept the new assessment me
thod; flexible thinking will change and a new way into his company&39;s examination system.
This paper takes the performance appraisal as the basis for a more comprehensive and,A pr
ofound analysis of the current Chinese China highway enterprises in the process of perform
ance appraisal in the causes of the problems that the management idea is backward; the hu
man resources management system is not perfect, not standardized; weak position analysis;
performance appraisal process is too subjective; the assessment methods used in other enter
prises wholly intact their enterprises or that novel the method is good for the blind. And the
se problems lead to the rapid development of highway Chinese now in the economy is relati
vely backward, to keep up with the pace of development in the highway. Highway enterpris
es to select the real talent, resulting in China highway industryCan not continue to improve,
if the system is sure to stack to the number of its long-term development in one day collaps
e. So aiming at the disadvantage existing in the highway performance assessment are summ
arized, and the deficiencies put forward rectification opinions: first we must have the appraiIV
sal consciousness must have a scientific performance appraisal concept in the heart, all emp
loyees need the corresponding performance appraisal system (including the general staff, le
adership), for the performance appraisal establish feedback mechanism, establish a scientifi
c performance appraisal system. The HE Expressway Company as the research object, for s
ome typical problems can point to cover this, by an enterprise to find out problems,Extende
d to other Chinese. The highway enterprises use questionnaires, case analysis, literature and
other research methods, on the assessment of expressway company performance problems
are analyzed, and design a set for the staff performance appraisal scheme of system. At the
same time, put forward the safeguard measures of the performance appraisal of the implem
entation of the highway company: first, about the psychological training for examiners, the
n build up the appeal system for effective performance, job analysis must have scientific pr
otection, in addition to individual teams, and teams have a close interaction for the individu
al, will take into account the role of theseFinally, establish a set of scientific performance e
valuation standards.
Key words：performance appraisal；performance feedback；performance appealI
II
目 录
摘要.I
Abstract ......... III
目 录II
第一章 绪 论..........1
1.1 研究背景、目的和意义 .... 1
1.1.1 研究背景 .... 1
1.1.2 研究目的及意义 .... 2
1.2 国内外研究现状 .... 3
1.2.1 国外研究现状 ........ 3
1.2.2 国内研究现状 ........ 4
1.2.3 国内外相关研究述评 ........ 5
第二章 绩效考核理论综述..6
2.1 绩效概述 .... 6
2.1.1 绩效的概念6
2.1.2 绩效的特点6
2.1.3 绩效的影响因素 .....
。。。以上简介无排版格式，详细内容请下载查看