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摘要
W单位是一家省直属的全额拨款的地勘欧亿·体育（中国）有限公司事业单位。在煤炭黄金十年期间，
W单位虽然一直处于粗放的绩效管理体制下，但是经济效益蒸蒸日上。随着我国
经济体制的不断改革，经济形势和欧亿·体育（中国）有限公司政策也在不断变化发展，W单位发展面临
诸多限制，进入瓶颈期。加之，近几年事业单位一直处于改革期，地勘类事业单
位很有可能脱掉公益性的外衣，失去财政供养，成为自负盈亏的经济实体。在此
大背景下，对W单位进行绩效管理改革，优化、完善绩效管理体系，是当前W单
位的一项重要任务
本文以W事业单位为例，对其绩效管理体系改革进行探索。通过了解其概况
并运用问卷调查法发现W单位当前的绩效管理面临体制陈旧、绩效目标不明确、
指标及权重设计不科学、绩效考核结果应用流于形式等问题并对其原因进行分析
根据分析结果结合W单位实际情况，从普及绩效管理理念、改变传统思维入手，
对W单位的组织结构再造和人力资源优化，为引入科学的绩效管理机制提供了保
障，并为W单位建立敏捷、高效的绩效管理循环。文章共有六个部分。第一部分
为绪论，介绍了选题的背景和意义、国内外研究现状、该论文的框架和研究内容
以及研究方法等。第二部分介绍了绩效、绩效管理的概念、相关理论和工具，以
及在典型企业的应用分析等。第三部分主要介绍W单位概况和绩效管理现状。分
析了W单位绩效管理存在的问题和背后的深层次原因。第四部分从W单位实际情
况出发，对W单位绩效管理体系进行优化并从思维、组织、人员、体制、文化等
方面着手为绩效管理实施提供保障措施。第五部分对W单位实行绩效管理优化的
有效性展望。第六部分为结论，总结经验、找出不足之处进行分析
关键词：绩效管理关键绩效指标法（KPI） 层次分析法
Abstract
W unit is a fully funded geological exploration unit in a province. During the
golden decade of coal, although W unit has been under extensive performance
management system, the economy was booming. Along with our country economic
system reform, the economic situation and development of the industry policy is
changing, W unit faces many restrictions, and its development goes into the bottleneck
period. In addition, in recent years the public institutions have been at the reform period,
geological exploration class institutions are likely to take off the cloak of the public
welfare, loss financial support, and come to be self-sustaining economic entity. In this
context, W unit performance management system has exposed many malpractices. Such
as performance management system is too old, performance goals are not clear, indexes
and weights design are unscientific, performance evaluation result application becomes
a mere formality and so on. All of them limit the unit's own development more and
more. Therefore, in order to keep pace with The Times, reforming W unit's performance
management and improving the performance management system is an important task
of W unit in currently.
In this article, with taking W institution as an example, the author makes an
exploration on the reform of its performance management system. By understanding its
situation, human resource situation, performance management situation and analyzing
the current problems it is facing, the author combines the results of the analysis with the
practical situation of W unit and put forward performance management system
optimization strategy which is corresponded to the unit. This paper is divided into six
parts. The first part is the introduction, which mainly introduces the background and
significance of the topic selection, the present situation of theoretical research at home
and abroad, the research framework and research content of the thesis, as well as the
research methods and so on. The second part mainly introduces the concept of
performance, performance management, relevant theories and tools, and application
analysis in typical enterprises. The third part mainly introduces the general situation of
W unit and the current situation of performance management. This paper analyzes the
existing problems of W unit performance management and the underlying causes. The
fourth part from the practical situations, optimize the W unit performance management
system and the thought, organization, personnel, system, culture and other aspects of
performance management guarantee measures. The fifth part is about the effectiveness
of the performance management optimization of W unit. The sixth part is the conclusion,
summarizing the experience and finding out the shortcomings.
Key Words: Performance Management，KPI，Analytic Hierarchy Process。。。。。。