随着时代变化，劳动者就业观念的转变，最低工资增长，中国制造业面临高成本 压力，不能继续依靠低成本保持优势地位，越南和柬埔寨等周边国家正利用他们的低 劳动力成本优势发展制造业。因此中国想继续保持制造业优势就必须向智能工厂转型 升级。企业转型过程会遇到很多障碍，需要全体员工共同努力。绩效考核正是把企业 目标和员工工作目标相结合，除此以外通过考核结果应用及时了解员工经验和技能储 备情况。 J 公司是位于广州开发区的美资工厂，公司订下目标在 2025 年顺利完成向智能化 工厂转型，为了协助公司达成转型目标并及时了解员工经验和技能储备情况，公司对 绩效考核寄予了期望，希望能发挥有效作用，但按目前实际情况公司绩效考核流于形 式，员工参与度低，导致未能发挥作用，因此有需要对绩效考核问题及进行研究提出 改善方案。 绩效考核涵盖的内容广泛，为聚焦研究范围，本论文采用案例分析对公司绩效考 核结果进行研究，研究对象是公司基层员工；在借鉴国内外文献的基础上，结合公司 实际情况，较为全面地对公司基层员工绩效考核结果应用的优缺点进行分析，并找出 问题原因最后提出改善建议。 本论文主要包括四个方面的内容：第一、提出研究意义，并整理了近年国内外的 培训设计，薪酬调整，岗位晋升和员工职业规划方面的理论，这些理论为绩效效果应 用提供指引：第二，论文阐述了公司的基本情况，包括组织架构和基层员工组成特征， 绩效考核现状；第三：在已有的理论基础下，采用访谈法和问卷调查对基层员工绩效 考核结果应用情况进行诊断，并分析问题原因。导致绩效考核问题的原因有，和完善 激励方式，希望促进公司发展。（一）人力资源部门在绩效结果应用方面没发挥作用； （二）建立引导中层管理者重视员工发展的机制；（三）公司缺乏培训资源帮助基层 员工改善绩效表现；（四）公司缺乏针对基层员工有效的绩效考核激励方案。第四， 在找到绩效考核问题成因后，论文在最后章节提出改善建议，完善绩效目标培训，激 励中层管理者重视员工培养，开发和优化公司培训资源。 关键词：绩效考核结果；基层员工；成因；改善II Abstract With the change of The Times, the change of workers' employment concept and the increase of minimum wage, China's manufacturing industry is facing high cost pressure and cannot continue to maintain its advantage by relying on low cost. Neighboring countries such as Vietnam and Cambodia are taking advantage of their low labor cost to develop their manufacturing industry. Therefore, if China wants to maintain its manufacturing advantage, it must transform to smart factory. J company is located in Guangzhou development zone's, it is an U.S. enterprise which aims at transforming to smart factory by 2025, In order to assist company to successfully achieve transformation and assess employee skill and experience level, auditor figure performance appraisal is a way to assist. J company employees more than ten thousand employee, to put forward corresponding solutions, the author selected the junior employees as the research object and choose performance appraisal result application as the research focus, through questionnaire investigation and interview method to understand performance appraisal result application problems and find out the reason, through the investigation result of junior staff performance appraisal, the problems first is about HR did not fully demonstrate the ability in performance appraisal; Second, there is a lack of incentive method to motivate middle managers to develop subordinate; Third, the current limited training resources cannot meet the demand; Fourth, the incentive measures of performance appraisal are not effective, so the incentive schemes need to be improved. Finally, according to the analysis and take refer to the theory to provide solution to the junior staff performance appraisal result application problems, in the hope of promoting the development of the company. Keywords: performance appraisal result application; junior staff; reason; improvementIII 目 录 摘要...........................................................................................................................................I Abstract ..................................................................................................................................... II 目 录.........................................................................................................................................III 图表清单..................................................................................................................................VI 第一章 引言...............................................................................................................................1 1.1 研究背景 .......................................................................................................................... 1 1.2 研究目标与意义 .............................................................................................................. 2 1.3 理论基础与文献综述 ...................................................................................................... 3 1.3.1 理论基础.................................................................................................................... 3 1.3.2 国外相关研究............................................................................................................ 4 1.3.3 国内相关研究............................................................................................................ 6 1.4 研究内容与方法 .............................................................................................................. 9 1.4.1 研究内容.................................................................................................................... 9 1.4.2 研究方法.................................................................................................................... 9 1.5 研究框架 ........................................................................................................................ 10 1.6 本章小结 ........................................................................................................................ 10 第二章 J 公司基层员工绩效考核结果应用现状...................................................................12 2.1 J 公司基本概况.............................................................................................................. 12 2.1.1 J 公司介绍 ............................................................................................................... 12 2.1.2 公司基层员工构成.................................................................................................. 13 2.2 J 公司基层员工绩效考核状况...................................................................................... 15 2.2.1 绩效考核方法.......................................................................................................... 15 2.2.2 绩效考核内容.......................................................................................................... 17 2.2.3 绩效考核周期.......................................................................................................... 19 2.2.4 绩效考核评估人员.................................................................................................. 19 2.2.5 人力资源在绩效考核中担当的角色...................................................................... 19 2.2.6 绩效考核结果应用.................................................................................................. 19 2.3 典型事例 ........................................................................................................................ 20IV 2.3.1 基层员工参与绩效考核积极性低.......................................................................... 20 2.3.2 绩效考核结果应用不以发展员工为目的.............................................................. 21 2.4 本章小结 ........................................................................................................................ 21 第三章 J 公司基层员工绩效考核结果应用问题与原因分析...............................................23 3.1 访谈分析实施 ................................................................................................................ 23 3.1.1 对中层管理者访谈问题设计......................................................