-I- 摘要 绩效考核自上世纪初就被公认为企业管理的核心，其成败更是关系一个企业的 兴衰。在经济危机的影响下，自 2008 年起国内外船舶修理市场持续低迷，山船修船 厂作为华北地区大型船舶维修企业也面临这严峻的发展问题。现如今山船公司修船 厂内部因不注重绩效考核出现一系列问题，经济效益持续走低，故绩效考核改革迫 在眉睫。因此，对山船修船厂员工绩效考核体系进行研究，对于山船修船厂的效益 提升、业务拓展具有重要意义。 本文选取山船修船厂为研究对象，分析其现有的组织架构及绩效考核体系，制 定针对可行的绩效考核体系优化方案，并提出方案落地保障措施。本文通过梳理国 内外绩效考核领域研究现状及相关理论方法，采用 360 度反馈法、关键绩效指标法， 按照修船厂组织架构进行部门划分，从厂办公室、生产职能部门、管理职能部门三 个角度，对当前山船修船厂的绩效考核体系进行优化，并根据山船修船厂绩效考核 的执行力现状制定相应的方案落地保障方案。 本文的创新点在于提出了对于特困企业——山船修船厂进行绩效考核体系优化 的研究课题，制定了山船修船厂员工绩效考核优化方案，进而为新形势、新常态下 的船舶维修企业绩效考核提出新的架构形式，为相似企业的发展提供参考。 关键词: 山船修船厂；绩效考核；360 度反馈；关键绩效指标燕山大学工商管理硕士学位论文 -II- Abstract Performance appraisal has been recognized as the core of corporate management since the beginning of the last century, and its success or failure is related to the rise and fall of a company. Under the influence of the economic crisis, since 2008, the domestic and international ship repair market has been in a downturn. As a large ship repair enterprise in North China, the Shanchuan Ship Repairing Factory is also facing such a serious development problem. Nowadays, due to the lack of attention to performance appraisal, there are a series of problems such as serious brain drain and imbalance in employee income, and the economic benefits continue to decline. Therefore, the performance appraisal reform is imminent. Therefore, the research on the performance appraisal system of the staff of the mountain ship repair yard is of great significance to the improvement of the efficiency and business development of the mountain ship repair shipyard. This paper selects the mountain ship repair shipyard as the research object, analyzes its existing organizational structure and performance appraisal system, formulates the performance appraisal system optimization plan for the bank, and proposes the plan landing safeguard measures. By combing the research status and related theoretical methods in the performance appraisal field at home and abroad, this paper adopts the 360-degree feedback method and the key performance indicator method, and through the expert interviews and external expert team assessment methods, according to the organization structure of the ship repairing plant, the department is divided, from the factory office, The production function department and the management function department optimize the performance appraisal system of the current mountain ship repair shipyard, and formulate the corresponding plan landing protection plan according to the current status of the execution performance of the mountain ship repair ship performance appraisal. The innovation of this paper is to put forward the research topic of the performanceAbstract -III- appraisal system optimization of the ship maintenance enterprise, the ship repairing factory, which has been losing money for several years, and formulate the performance appraisal optimization plan of the staff of the mountain ship repair shipyard, and then the ship under the new situation and the new normal state. Maintenance enterprise performance appraisal proposes a new form of architecture to provide reference for the development of similar enterprises. keyword: Mountain ship repair shipyard; Performance appraisal; 360 degree feedback; Key performance indicators目 录 -V- 目 录 摘要...................................................................................................................................I ABSTRACT ......................................................................................................................... II 第 1 章 绪 论.....................................................................................................................1 1.1 课题背景及研究意义 ...............................................................................................1 1.1.1 课题背景.............................................................................................................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 1.2.3 国内外研究评述.................................................................................................6 1.3 研究内容和研究方法 ...............................................................................................7 1.3.1 研究内容.............................................................................................................7 1.3.2 研究方法.............................................................................................................8 第 2 章 绩效考核的相关理论和工具...............................................................................10 2.1 绩效考核的相关理论 .............................................................................................10 2.1.1 绩效的含义.......................................................................................................10 2.1.2 绩效考核内涵...................................................................................................10 2.1.3 绩效考核特点分析...........................................................................................11 2.1.4 绩效考核难点分析...........................................................................................11 2.2 绩效考核理论研究 .................................................................................................12 2.2.1 人性假设理论...................................................................................................12 2.2.2 激励理论...........................................................................................................13 2.3 绩效考核流程 .........................................................................................................13 2.3.1 绩效考核计划...................................................................................................14 2.3.2 绩效考核施行...................................................................................................14 2.3.3 绩效考核评估...................................................................................................14 2.3.4 绩效考核沟通...................................................................................................15 2.3.5 绩效考核反馈...................................................................................................15 2.4 绩效考核方法及其适用性分析 .............................................................................15 2.4.1 绩效考核工具特点对比分析...........................................................................15 2.4.2 360 度反馈.........................................................................................................18 2.4.3 KPI 绩效考核 ....................................................................................................18燕山大学工商管理硕士学位论文 -VI- 2.5 本章小结 .................................................................................................................19 第 3 章 山船修船厂绩效考核现状分析...........................................................................20 3.1 山船修船厂介绍 .............................