西南科技大学硕士学位论文
A Thesis Submitted to Southwest University of Science and
Technology for the Degree of Master
（Master of Business Administration）
Research on Optimization of employee performance
appraisal system in Y power company
Candidate:Peng Ziling
Supervisor:Zheng Xiangjiang
Li Shuchun
December 2021

摘要
摘要
电力欧亿·体育（中国）有限公司是我国国民经济发展的支柱和先行产业，随着我国电力体制改革的不断
深入，特别是民营资本陆续进入电力市场，整个电力欧亿·体育（中国）有限公司将逐渐打破垄断壁垒，一个
竞争更加激烈的电力市场正逐步形成。当前，我国绝大多数电力企业属于国有制企业。
从一般情况看，普遍存在管理手段较为落后、企业核心竞争力降低、员工工作积极性
减退等问题，集中反映了员工绩效考核体系亟待完善的现状。因此，借助理论研究工
具研究构建一套制度化、规范化的绩效考核体系，或在现有考核体系基础上进行持续
优化，是推动国有电力企业提高管理水平，适应市场竞争的重要保证。
本论文以 Y电力公司员工绩效考核体系为研究对象，通过分析国内和国外绩效考
核管理研究的指导性理论，运用文献法、问卷调查法、访谈法等对 Y电力公司的现行
绩效考核体系进行深入研究。首先，本论文分析了国内外关于员工绩效考核的相关理
论，并对平衡计分卡、关键绩效指标法等绩效考核理论作分析。其次，通过对部分员
工进行访谈和对回收的 200份有效问卷进行分析后发现，Y电力公司现行员工绩效考
核体系存在考核指标设计不合理、考核流程不完善、不重视绩效考核的考前沟通与结
果反馈等问题。论文针对发现的问题进行了分析，提出了以 BSC+KPI层层分解企业战
略目标直到员工级考核指标的总体优化设计框架。在进行绩效考核指标体系优化时，
以 Y电力公司电力调度中心调度班为例，采用工作业绩、能力、态度的三维度划分法
划分考核指标，利用层次分析法得出三者的权重分别为 0.53、0.26和 0.21，并再次构
建判断矩阵，计算出三个维度中的各指标权重。最后，论文对 Y电力公司现行员工绩
效考核体系的组织与落实、绩效考核流程等作了优化分析，并给出了针对性建议措施。
本论文的研究结论和对策建议对国有电力企业员工绩效考核体系构建具有一定的
借鉴意义，从绩效考核指标设计、绩效考核制度设计、绩效考核结果运用等多方面提
供参考，为其优化现行绩效考核体系提出了针对性建议措施，具有较强的现实针对性
和理论与实践意义。
关键词：员工；绩效考核体系；优化
论文类型：应用研究
I

西南科技大学硕士学位论文
ABSTRACT
The power industry is the pillar and leading industry of China's national economic
development. With the deepening of China's power system reform, especially the continuous
entry of private capital into the power market, the whole power industry will gradually break
the monopoly barriers, and a more competitive power market is forming step by step. At
present, the vast majority of China's power enterprises belong to state-owned enterprises.
Generally speaking, there are many problems, such as backward management means,
reduction of enterprise core competitiveness and decline of employees' work enthusiasm,
which intensively reflects the current situation that the employee performance appraisal
system needs to be improved. Therefore, with the help of theoretical research tools, research
and construction of an institutionalized and standardized performance appraisal system, or
continuous optimization on the basis of the existing appraisal system, is an important
guarantee to promote state-owned power enterprises to improve their management level and
adapt to market competition.
This paper takes the employee performance appraisal system of Y power company as
the research object, analyzes the guiding theory of performance appraisal management at
home and abroad, and makes an in-depth study on the current performance appraisal system
of Y power company by using the methods of literature, questionnaire and interview. Firstly,
it analyzes the relevant theories of employee performance appraisal at home and abroad, and
analyzes the performance appraisal theories such as balanced scorecard and key performance
index method. Secondly, through interviews with some employees and analysis of 200 valid
questionnaires collected, it is found that the current employee performance appraisal system
of Y power company has some problems, such as unreasonable design of appraisal indicators,
imperfect appraisal process, and lack of attention to pre examination communication and
result feedback of performance appraisal. This paper analyzes the problems found, and puts
forward the overall optimization design framework of decomposing enterprise strategic
objectives to employee level assessment indicators by BSC + KPI. When optimizing the
performance evaluation index system, taking the dispatching team of the power dispatching
center of Y power company as an example, the three-dimensional division method of work
performance, ability and attitude is used to divide the evaluation indexes. The weights of the
three are 0.53, 0.26 and 0.21 respectively by using the analytic hierarchy process, and the
judgment matrix is constructed again to calculate the weights of each index in the three
dimensions. Finally, the paper makes an optimization analysis on the organization and
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