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1、中石油xx计量测试中心员工绩效考核优化研究-基于平衡计分卡的研究摘要随着经济全球化的不断发展，竞争的范围也不断扩大，市场竞争日益激烈。表面上看企业竞争的是产品、资本、知识、技术，但究其根本还是制度体系的竞争，人才的竞争。对人力资源的综合管理是现代企业发展的新方向，作为绩效管理的核心环节，绩效考核直接影响企业管理最终结果的有效性。企业在进行考评时，应当根据科学合理的考核体系标准对工作任务完成状况进行考核，并且及时地将考核结果反馈给各有关部门、人员。灵活运用合理的新方式对绩效考核的指标进行科学设计，根据企业自身状况量身打造全面的考核体系，并且有效落实，才能将绩效考核的价值真正体现出来。与此同时，绩
2、效考核与企业的长远战略目标总是紧密相关的，区别于传统绩效考核的是它能够把员工的行为与企业的战略目标结合统一。有效的绩效考核体系在整合企业的资源、协调企业内部环境、优化企业内控制度方面具有重要的意义，随着现代企业管理制度的发展，绩效考核已逐步成为现代企业最有效的科学管理工具之一。 文章首先在绪论部分概述了研究背景及意义、国内外研究综述、研究内容及方法以及研究思路；其次概念界定及相关理论，对企业绩效、绩效考核体系、平衡记分卡等理论进行了论述，为后文的探究奠定理论基础；再次对中石油xx计量测试中心员工绩效考核必要性调查，通过中石油xx计量测试中心概况、中石油xx计量测试中心考核调查情况以及中石油xx
3、计量测试中心绩效考核特点及有效性评价分析得出测试中心进行绩效考核的必然性。接着分析了中石油xx计量测试中心绩效考核存在的问题，通过分析以探究其在评价指标及考评人员方面、评价指标方面以及评价范围与倾向方面存在的问题；最后提出了中石油xx计量测试中心绩效考核体系的实施与保障措施，并进行总结与展望。关键词：绩效考核；平衡计分法；员工满意度6Research on The Optimization of Employees Performance Appraisal of Petrochina XX Metering and Testing Center -Research Based On Bala
4、nced Score CardABSTRACTWith the continuous development of economic globalization, the scope of competition has also expanded, and market competition has become increasingly fierce. On the surface, it is product, capital, knowledge, and technology that competes in the enterprise. However, it is funda
5、mentally the competition of the institutional system and the competition of talents. The comprehensive management of human resources is the new direction of modern enterprise development. As the core link of performance management, performance appraisal directly affects the effectiveness of the fina
6、l result of enterprise management. When conducting evaluations, enterprises shall assess the completion status of work tasks according to the scientific and reasonable assessment system standards, and timely report the assessment results to relevant departments and personnel. Flexibly use reasonable
7、 new methods to scientifically design indicators for performance appraisal, tailor a comprehensive appraisal system according to the companys own situation, and effectively implement it, in order to truly reflect the value of performance appraisal. At the same time, performance appraisal is always c
8、losely related to the long-term strategic goals of the company. Different from traditional performance appraisal, it can combine the behavior of employees with the strategic goals of the company. Effective performance appraisal system is of great significance in integrating enterprise resources, coo
9、rdinating internal environment and optimizing internal control system. With the development of modern enterprise management system, performance appraisal has gradually become one of the most effective scientific management tools for modern enterprises. .The article firstly summarizes the research ba
10、ckground and significance, the research summary at home and abroad, the research content and methods, and the research ideas in the introduction section. Secondly, the concept definition and related theories discuss the theory of enterprise performance, performance appraisal system and balanced scor
11、ecard. The following research lays a theoretical foundation; once again, the necessity assessment of the performance appraisal of the staff of Nanjing Metrology and Testing Center of CNPC, through the overview of CNPC Nanjing Metrology and Testing Center, the assessment of Nanjing Petrochemical Test
12、ing Center and the performance appraisal characteristics and effectiveness of CNPC Nanjing Metrology and Testing Center Evaluation and analysis lead to the inevitability of the performance evaluation of the test center. Then it analyzes the problems in the performance appraisal of CNPC Nanjing Metro
13、logy and Testing Center, and analyzes the problems in evaluation indicators and appraisers, evaluation indicators and evaluation scope and tendency. Finally, the performance appraisal of CNPC Nanjing Metrology and Testing Center is put forward. The implementation and safeguard measures of the system
14、 are summarized and forecasted.Key words:Performance appraisal; balanced scoring method; employee satisfaction目录第一章 绪论91.1 选题背景及意义91.1.1选题背景91.1.2选题意义101.2国内外文献综述111.2.1国外研究现状111.2.2国内研究现状131.2.3国内外研究述评151.3 研究内容与方法151.3.1研究内容151.3.2研究方法161.4 研究思路17第二章 概念界定及相关理论192.1 概念界定192.1.1企业绩效192.1.2绩效考核体系192.
15、1.3平衡记分卡202.2 相关理论222.2.1综合激励理论222.2.2利益相关者理论232.2.3目标管理理论24第三章 中石油xx计量测试中心员工绩效考核必要性调查263.1 中石油xx计量测试中心概况263.1.1中石油xx计量测试中心发展简介263.1.2中石油xx计量测试中心组织架构263.1.3中石油xx计量测试中心人力资源情况263.1.4中石油xx计量测试中心员工工作特点273.2 中石油xx计量测试中心考核调查情况273.2.1关于中石油xx计量测试中心考核内容的调查283.2.2关于中石油xx计量测试中心考核主体的调查303.2.3关于中石油xx计量测试中心考核方法与流程的调查.313.2.4关于中石油xx计量测试中心考核结果应用的调查323.3中石油xx计量测试中心绩效考核特点及有效性评价323.3.1中石油xx计量测试中心绩效考核特点323.3.2中石油xx计量测试中心绩效考核有效性评价333.4 中石油xx计量测试中心绩效考核体系构建的必要性343.4.1基于满意度的问卷访谈结果343.4.2绩效考核体系构建的必要性353.5 中石油xx计量测试中心绩效考核存在的问题373.5.1 评价指标及考评人员方面373.5.2评价指标方面393.5.3 评价范围与倾向方面40 3.5.4人员对绩效考核严谨度方面.41
