II
题目：XZG公司基层管理人员绩效考核研究
专业：工商管理
学员姓名：华小刚（签名）________________
导师姓名：肖焰（签名）________________
摘要
伴随着市场经济的发展，人力资源管理已成为21世纪管理学的核心之一，人力资
源也越来越受到重视，被认为是“第一资源”。在人力资源管理中，绩效管理作为其中的
一个关键环节越来越被我国国有企业所重视。科学合理的绩效管理可以实现人力资源的
最优配置，并且通过员工个人绩效的提升，有力促进部门和公司的绩效目标的实现。因
此，在以企业战略目标为导向的基础上，建立一套与企业发展相匹配的绩效管理体系，
成为现代企业管理工作中关注的重点。然而，在国有企业绩效考核管理的实施过程中，
由于传统的人事管理思想深入人心，因而能够使绩效考核作用充分发挥的企业并不多
本文通过对XZG公司基层管理人员绩效考核入手，研究基于KPI的基层管理人员绩效
考核体系，其目的是为了更好的发挥基层管理人员的工作主动性和创造性，提高公司绩
效管理水平从而实现企业战略目标
本文阐述了基层管理人员，绩效考核和KPI相关概念及理论基础，分析了基层管
理人员绩效管理现状和存在问题。在此基础上，运用相关理论设计了基于KPI的基层
管理人员绩效考核方案，考核方案包括绩效考核的总体设计、指标体系设计、绩效考核
的方法
通过本文的研究成果，设计了XZG公司基层管理人员的绩效管理方案，使其能更
好的应用于公司管理实践，真正实现对公司基层管理人员工作绩效客观公正的评价，并
且通过激励作用的有效发挥，促进公司整体绩效的提升，进一步提高公司在欧亿·体育（中国）有限公司竞争中
的核心能力，同时，对于同类企业基层管理人员的绩效考核具有一定的理论意义和实践
参考价值
关 键 词：人力资源管理 基层管理人员 绩效考核 绩效管理 考核指标
研究类型：应用研究
III
Title： Research on performance assessment of grass-root managingpersons in XZG
company
Specialty：Business Administration
Name：Hua Xiaogang （Signature）________________
Tutor：Xiao Yan （Signature）________________
Abstract
With the development of market economy, human resource management has become
one of the core of management science in the 21st century, which is considered as the first
resourceand attached more and more attention. In human resources management,
performance management as one of the key links, is paid more and more attention by the
state-owned enterprises in our country. Scientific and rational performance management can
achieve the optimal allocation of human resources, effectively promote the performance
goals of the department and the company, through the improvement of individual staff
performance. Therefore, setting up a performance management system based on the strategic
goal of the enterprise that matches the development of the enterprise has become the focus of
attention in the modern enterprise management. However, in the process of implementing the
performance appraisal management in state-owned enterprises, it does not give full play to
the role of performance appraisal because the traditional thought of personnel management is
deeply rooted among the people. This paper starts with the performance appraisal of
grass-roots managing personnel of XZG Company as the case, to study the performance
appraisal system of grass-roots managing personnel based on KPI. The purpose of this paper
is to better exert the initiative and creativity of grass-roots managing personnel, improving
the performance management of enterprises and realize the corporate strategy aims.
This paper describes the basic concepts of management personnel, performance
appraisal and KPI related theoretical basis, analyzes the present status and existing problems
of performance management of grass-roots managing personnel. On this basis, the paper uses
the related theories to design the KPI-based performance appraisal program for grass-roots
managing personnels. The appraisal scheme includes the overall design of performance
appraisal, the design of index system and the method of performance appraisal.
The performance management scheme of the grass-roots managing personnels in XZG
company is designed based on the research results in this paper, so that it can be better
applied to the management practices of the company and objectively and fairly evaluate the
work performance of the grass-roots managing personnels, meanwhile, to promote the
overall performance of the company through the play of effective encouragement to enhance
and further improve the company's core competencies in the industry competition, meantime,
bringing a certain theoretical significance and practical reference value to the performance
evaluation of grass-roots management personnel of similar enterprises.
Key words：Human Resource Management; Grass-root Managing Personel;
Performance Appraisal；Performance Management; Performance Evaluation Index.
Research Type：Applied Research
IV
目录
第一章 绪论 ....... 1
1.1研究背景和意义 . 1
1.1.1研究背景 ...... 1
1.1.2研究目的 ...... 1
1.1.3研究意义 ...... 1
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研究内容与方法 . 4
1.3.1研究内容 ...... 4
1.3.2研究方法 ...... 5
1.3.3论文框架 ...... 5
1.4主要创新点 ......... 6
第二章 基本概念与理论基础 ... 7
2.1基本概念 . 7
2.1.1绩效考核的相关概念 .......... 7
2.1.2绩效管理与绩效考核之间的关系10
2.1.3绩效考核的常用方法 ........ 11
2.2理论基础 ........... 13
2.2.1期望理论 .... 13
2.2.2公平理论 .... 14
2.2.3激励理论 .... 14
第三章 XZG公司基层管理人员绩效考核现状 ....... 16
3.1XZG公司现状 .. 16
3.1.1XZG公司简介 ....... 16
3.1.2XZG公司的组织结构 ....... 16
3.2XZG公司基层管理人员现状分析 ...... 17
3.2.1XZG基层管理人员的界定 ........... 17
3.2.2XZG基层管理人员结构分析 ....... 17
3.2.3基层管理人员绩效考核的特殊性19
3.3XZG公司基层管理人员绩效考核现状分析 .. 20
3.3.1XZG公司基层管理人员绩效考核的组织 ........... 20
3.3.2XZG公司基层管理人员现行绩效考核方法 ....... 21
3.4XZG公司基层管理人员绩效考核调查问卷分析 ...... 22。