在全民学习与终身学习时代，教育及其相关的培训欧亿·体育（中国）有限公司得到了迅猛发展，相 应的欧亿·体育（中国）有限公司内部竞争趋于白热化。其中民办教育培训机构之间的竞争焦点也逐渐趋 于一线招生人员综合素质方面，尤其是一线课程顾问更是决定教育培训公司发展 的一个核心要素。M教育公司本身是以“专转本”教育培训内容为核心的一个教 育培训机构，在新时期国内教育培训需求持续增加的背景下也实现了稳步发展， 相应的课程顾问队伍不断扩大。然而，当前公司针对一线课程顾问的绩效考核机 制还不是非常健全，如仅仅侧重考核课程顾问的销售业绩这一单一指标，这种绩 效考核方式显然无法从根本上激励与管理一线课程顾问，影响了他们本身的工作 绩效，进而会对M教育公司的健康发展带来不利影响。因此，如何才能构建科学、 健全的绩效考核与评价机制，提升一线课程顾问工作积极性是当前M教育公司发 展中需要首先解决的关键问题之一。 本文首先在详细阐述课题研究背景、意义、内容与方法的基础上，明确了论 文写作的科学思路。其次，立足于绩效考核的研究与应用需求，对绩效考核的作 用、价值以及常用方法与相关理论等进行了概述。再次，以M教育公司为例，采 取问卷调查手段对其现阶段企业内部一线课程顾问的绩效考核现状，发现其在绩 效考核的目标、内容、机制与监管几个方面都存在问题。然后对M教育公司一线 课程顾问绩效考核的这些问题成因进行了深入剖析，并运用基于BSC的KPI再设 计了符合M教育公司的绩效考核体系，对关键性绩效指标进行了重新设计，借助 权重因子判断法对相应各个指标的权重值进行了计算。最后立足于保证绩效考核 体系实施保障视角，提出了一些绩效考核的具体实施保障措施，并对其实施成效 进行了探讨，以确保新绩效考核方案的顺利运行。 关键词：教育公司，一线课程顾问，绩效考核，KPI II Abstract Intheeraoflearningforallandlifelonglearning,educationanditsrelated trainingindustryhasdevelopedrapidly,andthecorrespondingindustryinternal competitiontendstobewhitehot.Amongthem,thecompetitionfocusamongprivate educationandtraininginstitutionsalsotendstothecomprehensivequalityof front-linerecruiters,especiallythefront-linecurriculumconsultants,whichisacore factordeterminingthedevelopmentofeducationandtrainingcompanies.M educationcompanyitselfisaneducationandtraininginstitutionwiththecoreof "specialtobasic"educationandtrainingcontent.Underthebackgroundofthe continuousincreaseofdomesticeducationandtrainingdemandinthenewera,ithas alsoachievedsteadydevelopment,andthecorrespondingcourseconsultantteamhas beenexpanding.However,thecurrentperformanceappraisalmechanismfor front-linecurriculumconsultantsisnotverysound.Forexample,onlyfocusingonthe singleindicatorofthesalesperformanceofcurriculumconsultants,thisperformance appraisalmethodobviouslycannotfundamentallymotivateandmanagethefront-line curriculumconsultants,whichaffectstheirownworkperformance,andwillbring adverseeffectsonthehealthydevelopmentofMeducationcompany.Therefore,how tobuildascientificandsoundperformanceappraisalandevaluationmechanismand improvetheenthusiasmofthefront-linecurriculumconsultantsisoneofthekey problemsthatneedtobesolvedinthedevelopmentofMeducationcompany. Firstofall,onthebasisofelaboratingthebackground,significance,contentand methodsoftheresearch,thispaperclarifiesthescientificthinkingofthesiswriting. Secondly,basedontheresearchandapplicationneedsofperformanceappraisal,this papersummarizesthefunction,value,commonmethodsandrelatedtheoriesof performanceappraisal.Thirdly,takingmeducationcompanyasanexample,this paperadoptsquestionnairesurveytoinvestigatethecurrentsituationofthe performanceappraisalofthefirst-linecurriculumconsultantsinthecurrentstageof theenterprise,andfindsthatthereareproblemsinthegoal,content,mechanismand supervisionoftheperformanceappraisal.Then,thispaperanalyzesthecausesof theseproblemsintheperformanceappraisalofMeducationcompany'sfront-line curriculumconsultants,anddesignstheperformanceappraisalsysteminlinewithm educationcompanybyusingtheKPIbasedonBSC,redesignsthekeyperformance indicators,andcalculatestheweightvalueofeachindicatorbyusingtheweightfactor III judgmentmethod.Finally,basedontheperspectiveofensuringtheimplementationof theperformanceappraisalsystem,thispaperputsforwardsomespecific implementationguaranteemeasuresfortheperformanceappraisal,anddiscussesits implementationeffecttoensurethesmoothoperationofthenewperformance appraisalscheme. Keywords:EducationCompany,Front-linecurriculumconsultant,Performanceappraisal, KPI I 目录 摘要....................................................................................................................................................I Abstract................................................................................................................................................II 第1章绪论.......................................................................................................................................1 1.1研究背景与意义..........................................................................................................................1 1.1.1研究背景...........................................................................................................................1 1.1.2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...................................................................................................................4 1.2.3述评...................................................................................................................................6 1.3研究内容、方法与研究思路......................................................................................................6 1.3.1研究内容...........................................................................................................................6 1.3.2研究方法...........................................................................................................................7 1.3.3研究思路...........................................................................................................................7 第2章绩效考核的相关概念与理论.............................................................................................10 2.1绩效考核的相关概念................................................................................................................10 2.1.1绩效的含义.....................................................................................................................10 2.1.2绩效考核的含义.............................................................................................................10 2.1.3绩效考核的作用.............................................................................................................10 2.1.4绩效考核的常用方法.....................................................................................................10 2.2绩效考核的相关理论................................................................................................................12 2.2.1激励理论.........................................................................................................................12 2.2.2公平理论.........................................................................................................................13 2.3关键绩效指标法（KPI）..........................................................................................................14 2.3.1KPI简介...........................................................................................................................14 2.3.2KPI运用的原则...............................................................................................................14 2.3.3KPI指标设立的程序.......................................................................................................14 2.3.4KPI运用时的注意事项...................................................................................................15 第3章M教育公司概况和绩效考核