西安建筑科技大学专业学位硕士论文 LS公司员工绩效考核改进研究 专 业：工商管理 硕士生：胡薇 指导教师：方永恒教授 摘要 人力资源是现代企业发展竞争的核心要素，科学、高效的绩效考核是激发人 力资源创造性和主观能动性，推动企业提升人力资源竞争力的有效手段。受我国 互联网发展背景和环境因素等影响，一些中小型互联网企业在人力资源管理理念、 模式、实践等方面仍相对滞后，如何科学、系统、高效组织实施绩效考核仍在摸 索之中，绩效考核的驱动作用不显著，影响了员工的工作积极性和主动性，造成 了企业人才的流失。 本文以LS公司实施员工绩效考核为研究课题，在对国内外绩效考核相关理论、 观点、方法等研究成果进行分析归纳的基础上，通过调查研究，梳理了 LS公司在 实施员工绩效考核中存在的未形成科学的绩效指标体系、绩效考核过程作用缺失、 绩效激励作用弱化等主要问题，并从企业管理者主观认识、客观环境、实施操作 等层面分析了问题的成因，提出以改进绩效考核指标和改进绩效考核实施过程等 内容的绩效考核改进方案，在绩效考核改进方案基础上结合案例对象实际，提出 通过加强专业操作的技术保障、配强专业实施团队加强组织保障、加强绩效考核 制度保障、加强绩效导向的文化保障等措施，系统改进LS公司员工绩效考核工作。 关键词：员工；绩效考核；指标体系 西安建筑科技大学专业学位硕士论文 Research on Improving Employee Performance Appraisal in LS Company Specialty: Business Administration Name: Huwei Instructor: Fang Yongheng ABSTRACT In the final analysis, the competition of modern enterprises is the competition of human resources, and talents are the most critical core competitiveness of enterprises. The implementation of scientific and efficient performance appraisal is an effective way to cultivate and stimulate the creativity and subjective initiative of human resources and promote theinnovation ofenterprise capabilities.Influencedby ChinasInternet development background and environmental factors, some small and medium-sized Internet enterprises still lag behind in human resource management concepts, models, practices,etc.They arestillgropingaheadinformulating performancegoals, performance indicator systems,performance appraisal methods,implementation of performance incentives,etc. Thedriving roleofimplementation ofperformance appraisal is still not obvious, which has also caused the loss of enterprise employees, especially core personnel, The enthusiasm and initiative of the main staff is not high, which affects the cultivation of the core competitiveness of enterprises. This articletakes theimplementation of employeeperformance appraisal