摘 要
在现代企业管理过程中，人力资源管理是重要的组成部分，是企业发展的
关键因素，绩效管理在人力资源管理体系中具有十分重要的作用。 HX信托公
司作为一家地方国有非银行金融机构，自成立以来逐步搭建起了自己的绩效管
理体系。但是随着公司的发展和外部环境的变化，绩效管理的问题也逐渐显现
出来，严重制约了公司的发展，如何借助绩效管理充分发挥对公司中层管理人
员的激励作用、提升其工作积极性、助力实现公司战略目标的问题亟待解决。
本文以 HX信托公司中层管理人员的绩效管理体系作为研究对象，通过问
卷调查法、访谈法、案例分析法等方法，对 HX信托公司中层管理人员的绩效
管理现状进行了分析。针对其在绩效计划环节存在的绩效指标设计的科学性不
够、中层管理人员参与度低，绩效监控与辅导环节不够严谨、缺少有效的沟通
与辅导，绩效考核环节考核主体较单一、考核周期不合适，绩效反馈与绩效结
果应用环节缺少有效的沟通和反馈，绩效结果运用方式较为单一等问题，结合
HX信托公司绩效管理的目标以及中层管理人员的定位和特殊作用，对绩效管
理的四个环节分别进行了优化。帮助 HX信托公司完善绩效管理，进一步发挥
绩效管理的作用，调动中层管理人员的积极性，促进公司绩效水平的提升。
关键词：绩效管理；绩效反馈；中层管理人员；HX信托公司
I

Abstract
Human resource management is an important part of the modern business
management process and is a key factor in the development of the company,
performance management takes on a very important role in the human resource
management system. HX Trust Company, as a local state-owned non-bank financial
institution, has gradually built up its own performance management system since its
establishment. However, with the development of the company and changes in the
external environment, the performance management has gradually been found to be
problematic and has seriously restricted the development of the company. The
problem of how to give full play to the motivating effect of performance
management on the company's middle-level managers, enhance their work
motivation and help achieve the company's strategic goals needs to be solved.
This paper takes the performance management system of middle-level
managers of HX Trust Company as the research object, and analyzes the current
situation of performance management of middle-level managers of HX Trust
Company through questionnaire survey method, interview method and case study
method. HX Trust Company has problems such as insufficient scientificity of
performance index design and low participation of middle-level managers in
performance planning, insufficient rigor and lack of effective communication and
counseling in performance monitoring and counseling, single assessment subject and
inappropriate assessment period in performance appraisal, lack of effective
communication and feedback in performance feedback and performance result
application, and single way of performance result application. Therefore, combining
with the objectives of performance management of HX Trust Company and the
positioning and special roles of middle-level managers, the four links of performance
management are optimized respectively to help HX Trust Company improve
performance management, further play the role of performance management,
mobilize the enthusiasm of middle-level managers, and promote the improvement of
II

the company's performance level.
Key words: performance management; performance feedback; middle-level
managers; HX trust company
III
。。。以下略