保护知识产权声明
本人为申请河北大学学位所提交的题目为（HD市房地产测绘公司测绘员工
绩效指标体系优化设计）的学位论文，是我个人在导师（米新丽）指导并与导师
合作下取得的研究成果，研究工作及取得的研究成果是在河北大学所提供的研究
经费及导师的研究经费资助下完成的。本人完全了解并严格遵守中华人民共和国
为保护知识产权所制定的各项法律、行政法规以及河北大学的相关规定。
本人声明如下：本论文的成果归河北大学所有，未经征得指导教师和河北大
学的书面同意和授权，本人保证不以任何形式公开和传播科研成果和科研工作内
容。如果违反本声明，本人愿意承担相应法律责任。
声明人：
日期：2022年 12月 4日
摘要
摘要
随着我国经济的快速发展，许多先进的技术和管理制度在企业之间的竞争和博弈中
得到了广泛的运用。而作为能够掌握和使用技术和制度的知识的主体——人，已经成为
企业竞争的中心。公司能否吸引到高素质的人才，关系到其自身能否良性健康发展。目
前，企业的发展越来越离不开人力资源，企业的竞争也变为了人才之间的争夺和竞争。
企业要谋求发展，就要对其拥有的人力资源进行优化提升，而绩效管理是人力资源管理
的重要组成部分。绩效管理的核心又离不开关键绩效指标的制定，以及绩效指标体系的
确立。本文以测绘欧亿·体育（中国）有限公司中的HD市房地产测绘公司入手，选择测绘岗位的员工作为研究
对象，通过文献研究、问卷调查、访谈等方法深入了解HD市房地产测绘公司的测绘员
工绩效指标现状，考虑到HD市房地产测绘公司目前采用平衡记分卡设计绩效指标体系，
关键成功要素涉及财务、顾客、业务流程等多个方面。因此，本文选择以平衡计分卡理
论为基础，在此之上对HD市房地产测绘公司在测绘员工绩效指标设计中存在的问题进
行深入分析，发现HD市房地产测绘公司测绘员工绩效指标体系在指标与战略结合、指
标内容制定、绩效指标评分标准的制定以及指标权重划分等方面存在问题。在充分认识
问题并分析原因的基础上，本文也提出了切实可行的解决方案，即绘制战略地图、更新
完善绩效指标内容、制定明确的指标评分准则以及科学计算绩效指标权重。并设置了相
应的前期准备和保障实施体制。通过对现有绩效指标进行优化设计，减少企业测绘员工
的绩效指标不合理、测绘员工晋升不顺畅、工作积极性创造性不高以及人才流失等情况
的发生。希望在解决HD市房地产测绘公司测绘员工绩效指标问题的同时，也能为该企
业及所在欧亿·体育（中国）有限公司在解决绩效指标设计中的一系列问题提供参考，切实提高方案的现实意
义。
关键词：绩效指标；平衡计分卡；测绘企业
I
河北大学硕士学位论文
Abstract
With the rapid development of China's economy, many advanced technologies and
management systems havebeen widely used in thecompetition and games between
enterprises. And people, as the subject of knowledge that can master and use the technology
and system, have become the center of enterprise competition. The company's ability to attract
high-quality personnel is related to its own healthy and healthy development. At present, the
development of enterprises is more and more inseparable from human resources, and the
competition among enterprises has changed into the competition and rivalry among talents. To
seek development, enterprises need to optimize and improve their human resources, and
performance management is an important part of human resource management. The core of
performance management cannot be separated from the development of key performance
indicators and the establishment of performance indicator system. This paper starts with HD
Real Estate Surveying and Mapping Company in the surveying and mapping industry, and
selects the employees of surveying and mapping positions as the research objects, and
understands the current situation of the performance indicators of surveying and mapping
employees in HD Real Estate Surveying and Mapping Company through literature research,
questionnaire survey, and interviews, business processes and many other aspects. Therefore,
this paper chooses to take the balanced scorecard theory as the basis, on top of which the
problems in the design of performance indicators for surveying and mapping employees in
HD Real Estate Surveying and Mapping Company are analyzed in depth, and it is found that
there are problems in the performance indicator system for surveying and mapping employees
in HD Real Estate Surveying and Mapping Company in terms of the combination of
indicators andstrategies, the developmentof indicator contents,the development of
performance indicator scoring criteria and the division of indicator weights. Based on the full
understanding of the problems and analysis of the causes, this paper also proposes practical
solutions, i.e., drawing a strategy map, updating and improving the content of performance
II