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文收录到《中国学位论文全文数据库》或其它相关数据库。
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西北大学学位论文独创性声明
本人声明：所呈交的学位论文是本人在导师指导下进行的研究工作及
取得的研究成果。据我所知，除了文中特别加以标注和致谢的地方外，本
论文不包含其他人已经发表或撰写过的研究成果，也不包含为获得西北大
学或其它教育机构的学位或证书而使用过的材料。与我一同工作的同志对
本研究所做的任何贡献均已在论文中作了明确的说明并表示谢意。
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摘要
摘要
绩效考评管理是企业管理的关键部分，对企业的发展有着极大的促进作用。目前绩
效管理已被我国企业普遍采用，且获得了相当好的社会反响。但是随着企业的规模不断
扩大，绩效管理却在企业中的推进和落实非常困难，未能在企业中发挥出应有的效力，
所取得的成绩也不尽人意。对于民营科技企业更是如此，必须通过建立有效的绩效考评
管理方案，提高自身现代化管理水平，才能有效发挥绩效管理对企业战略发展的全面引
导和服务作用。
本文以 GZJF科技公司为研究对象，首先对国内外有关绩效考评管理相关研究进行
梳理，以绩效考核相关理论为研究基础，结合对 GZJF科技公司员工的绩效访谈和绩效
考评方案满意度调查，分析出 GZJF科技公司当前实行的绩效考评体系存在的问题：第
一类问题是绩效考评针对性不足，具体表现为：（1）缺乏针对不同岗位的绩效考评、（2）
考评指标体系设计不合理、（3）缺乏针对行为绩效的考评、（4）绩效考评未针对中高层
管理者。第二类问题是绩效考评形式化，具体表现为：（5）绩效反馈渠道形式化、（6）
考评结果与培训和薪酬激励无关。从访谈和问卷调查中发现了这些问题的成因，即岗位
分析不到位、没有建立科学的绩效考评指标体系、公司内部治理制度不完善、绩效考评
结果缺乏应用等四个原因。其次，针对这些问题和成因从以下方面进行优化：结合企业
战略目标搭建绩效考评体系、从企业、部门和员工三个层面分解公司绩效考评指标、完
善 GZJF科技公司岗位说明书、优化考评指标和指标权重的体系、建立绩效考评执行方
案、推动绩效考评结果应用于评价优秀员工、优秀部门、培训计划和绩效工资等管理实
践，并对绩效考评周期及方法的完善进行动态的调整。最后，在 GZJF科技公司实施绩
效考评管理新方案过程中，为保证绩效考评管理方案的顺利实施需要保障一定的措施，
包括制度保障、组织保障。通过上述工作，以期帮助 GAJF科技公司解决内部绩效考评
管理所面临的困境，提升其人力资源管理水平，也希望本文的研究能够为其他同类型 IT
企业的绩效考评管理体系建设提供较好的指引和借鉴参考价值。
关键词：绩效考核管理绩效指标方案设计
研究类型：应用研究
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西北大学硕士学位论文
Abstract
Performance appraisal management is a key part of enterprise management and plays a great
role in promoting the development of enterprises. At present, performance appraisal
management has been widely adopted by Chinese enterprises and has received quite good
social response. However, with the development of the enterprise, the implementation of
performance appraisal management in the enterprise is very difficult, and the achievements
are not satisfactory. This is especially true for private IT enterprises. Only by establishing an
effective performance appraisal management scheme and improving their own modern
management level, can performance management effectively play a comprehensive guiding
and service role in the strategic development of enterprises.
In this paper, GZJF IT Company is taken as the research object. First of all, relevant
researchers on performance appraisal system at home and abroad are sorted out. Based on the
theories of performance appraisal, combined with performance interview and questionnaire
results of employee satisfaction survey of performance appraisal management of GZJF IT
Company, problems existing in the performance appraisal system currently implemented by
GZJF IT Company are analyzed. The first class of problems is the lack of pertinence of
performance appraisal, which is specifically reflected in (1) the lack of performance
evaluation for different positions, (2) unreasonable design of evaluation index system, (3) lack
of performance evaluation for behavior performance, and (4) performance evaluation is not
aimed at middle and senior managers. The second class of problems is, the formalization of
performance evaluation, which is embodied in (5) the formalization of performance feedback
channels, and (6) the evaluation results have nothing to do with training and salary incentive.
The causes of these problems are found from the interview and questionnaire survey, that is,
(1) the job analysis is not in place, (2) the scientific performance evaluation index system is
not established, (3) the company's internal governance system is not perfect, and (4) the
performance evaluation results are lack of application.Secondly, optimization is carried out
from the following aspects in view of these problems: building a performance appraisal
system in combination with the enterprise's strategic objectives; decomposing the company's
performance evaluation indicators from the three levels of enterprise, department and
employee; perfecting the job analysis of GZJF IT Company,; optimizing the system of
evaluation indicators and indicator weight; establishing the performance evaluation
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