摘要 在信息技术高速发展的时代，人才成为保障现代企业核心竞争力的有力武 器，而技术型员工对企业而言更是宝贵资源。随着全球市场的开发，能够拥有 可以横跨国际市场的技术型产品，是企业提升自身欧亿·体育（中国）有限公司竞争力的重要因素。企 业产品的创新依赖于企业技术员工的创新精神和创新能力。企业绩效考核水平 是一个企业人力资源管理水平的重要体现，设计科学实行规范的绩效考核体系 有利于激发员工工作激情、挖掘主观能动性。由于技术型人才的特质及其工作 成果的滞后性，加之技术型员工的精力有限，尤其对于已参加工作时间较长的 人才，为提升技术型员工的主动性和积极性，根据技术型员工的特质制定特有 的绩效考核体系对考核技术型员工绩效尤为重要。 本文以美铝渤海铝业有限公司（下文简称美铝渤海）为研究对象，简要概 述了技术型员工、绩效考核等相关理论，结合定性与定量的方法对美铝渤海公 司技术型员工考核体系的现状从考核指标和方法、考核程序两个方面进行科学 合理分析，并开展技术型员工绩效考核体系满意度调查，总结了美铝渤海针对 技术型员工绩效考核体系存在的问题。在此基础上，本文根据美铝渤海公司对 技术型员工绩效考核的现状，对该公司的技术型员工绩效考核体系进行了设计， 应用KPI、MBO 方法，从工作业绩、工作态度、工作能力三个维度选择相应的 绩效指标体系进行设计。最后，本文利用层次结构分析法（AHP）对美铝渤海 技术型员工绩效考核体系进行了设计，同时提出新的绩效考核的实施流程，本 文最后为该公司技术型员工绩效考核体系的顺利实施提出了相应的保障措施。 关键词：技术型员工；绩效考核；KPI；AHP -I- 燕山大学工商管理硕士学位论文 Abstract In the era of rapid development of information technology, talents have become a powerful weapon to protect the core competitiveness of modern enterprises, and technical talents are more valuable resources for modern enterprises. With the development of the global market, being able to have technical products that can cross the international market is an important factor for companies to improve their industry competitiveness. The innovation of enterprise products depends on the innovative spirit and innovative ability of technical staff in the enterprise. The enterprise performance appraisal level is an important embodiment of the enterprise human resource management level. The scientific and reasonable performance appraisal system is conducive to mobilizing the enthusiasm of employees and excavating subjective initiative. Due to the characteristics of technical talents and the lagging of their work results, the energy of technical employees is limited, especially those who have been working for a long time. Establishing a unique performance evaluation system is particularly important for evaluating the performance of technical employees. This paper take Alcoa Bohai Aluminum Co., Ltd. (hereinafter referred to as Alcoa Bohai) as the research object, and briefly summarizes related theories of technical employees and performance evalustion. It combines the qualitative and quantitative methods to evaluate the technical employees of Alcoa Bohai Company. The current situation is scientifically and reasonably analyzed from two aspects: assessment indicators and methods, and assessment procedures, and a survey on the satisfaction of the technical staff’s performance assessment system is conducted, which summarizes the problems of Alcoa Bohai Company’s performance assessment system for technical staff. On the basis of the above information, according to the status quo of performance evaluation of technical staff of Alcoa Bohai Company, this paper optimizes the performance evaluation system of the -II- Abstract company's technical staff, and applies KPI and MBO methods building indicator system from three dimensions: job performance, work attitude and work ability. Finally, this paper uses the Hierarchical Structure Analysis (AHP) to design the performance appraisal system of the technical staff of Alcoa Bohai Company, and proposes the implementation process of the new performance appraisal. At the end of the paper, the corresponding safeguard measures for the smooth implementation of the performance evaluation of the technical staff of the company are proposed. Keywords: Technical staff; performance appraisal; KPI; AHP -III- 燕山大学工商管理硕士学位论文 目 录 摘要 ........................................................................................................................... I ABSTRACT ................................................................................................................. II 第1章 绪 论 ............................................................................................................. 1 1.1 研究背景及研究意义 ........................................................................................ 1 1.1.1 研究背景 ..................................................................................................... 1 1.1.2 研究意义 ..................................................................................................... 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 ............................................................................................. 6 1.2.3 国内外研究评述 ......................................................................................... 9 1.3 研究内容与研究方法 ...................................................................................... 10 1.3.1 研究内容 ................................................................................................... 10 1.3.2 研究方法 ................................................................................................... 11 第2章 相关理论概述 ............................................................................................... 13 2.1 相关概念界定 .................................................................................................. 13 2.1.1 绩效 ........................................................................................................... 13 2.1.2 绩效考核 ................................................................................................... 14 2.1.3 技术型员工 ............................................................................................... 15 2.2 绩效考核方法 .................................................................................................. 16 2.2.1 目标管理法（MBO） .............................................................................. 16 2.2.2 360度绩效评估法 ..................................................................................... 17 2.2.3 关键绩效指标法（KPI） ......................................................................... 18 2.3 本章小结 .......................................................................................................... 19 第3章 美铝渤海技术型员工绩效考核体系现状与问题分析 ............................... 20 3.1 美铝渤海简介 .................................................................................................. 20 3.1.1 企业背景 ................................................................................................... 20 3.1.2 组织架构 ................................................................................................... 22 3.1.3人力资源现状 ............................................................................................ 22 3.2 美铝渤海技术型员工绩效考核现状分析 ...................................................... 26 3.2.1 绩效考核程序现状 ................................................................................... 26 3.2.2 绩效考核指标现状 ................................................................................... 27 -IV- 目 录 3.3 美铝渤海技术型员工绩效考核体系问卷调查 .............................................. 29 3.3.1 问卷调查的设计与实施 ........................................................................... 29 3.3.2 样本描述性统计 ....................................................................................... 29 3.4 技术型员工绩效考核体系中存在的