文档介绍：湖南大学
硕士学位论文
湖南海纳新材料有限公司员工绩效考评体系研究
姓名:易志雷
申请学位级别:硕士
专业:工商管理
指导教师:薄湘平
20060330
湖南海纳新材料有限公司员工绩效考评体系研究
摘要
本论文通过对绩效考评相关理论的分析研究,对湖南海纳新材料有限公司原
员工绩效考评体系进行了比较全面的分析,指出了海纳公司在员工绩效考评过程
中存在的问题,并针对存在的问题提出了员工绩效考评体系的改进建议方案。
海纳公司原员工绩效考评体系在实施过程中存在以下问题:考评对象覆盖面
较窄、绩效目标设置不合理、绩效考评手段欠科学、考评结果偏差较大、沟通反
馈不够、考评结果运用不当。
针对考评过程中存在的问题,本论文提出了员工绩效考评体系的改进建议方
案,其主要思路为建立分层分类的绩效考评体系,实现对不同员工的个性化考评。
该考评体系改进方案的具体内容包括:明确划分员工的职层、职类;合理地设置
绩效目标;确定科学的考评手段;准确地确定考评结果;合理地运用考评结果。
最后针对新员工绩效考评体系实施可能遇到的困难和障碍本论文提出了相应
的解决办法,如建立先进的企业文化、培训与监督考评者、建立双向沟通机制等,
以保证新员工绩效考评体系的顺利实施。

关键词:海纳公司;员工;绩效考评;改进研究
II
湖南海纳新材料有限公司员工绩效考评体系研究
Abstract
After the study of the theory of performance evaluation and correlative theory, the
author analyzs the employee performance evaluation system of Hunan Hina New
Materials Co., Ltd and points out the weaknesses of the employee performance
evaluation system of pany. Then, the author puts forward the improvement
plan.
The following issues should be paid much attention to in the employee
performance evaluation system of pany: evaluation object is partly included,
evaluation objectives is irrational, evaluation means is unpractical, evaluation results
are always not according to the actual achievements, munication and
unsuitable feedback are not enough and the results are incorrectly used.
According to the weaknesses above, the author elaborates the new appraisal
scheme that is based on the division of layer and category of position in order to
realize an individualized appraisal method. The new program includes the following
parts: clearly differentiating the layer and category of the position, logically setting
performance goal, rationally confirming performance results and applying the results
in reason.
At last, the author puts forward the ways to solve the possible difficulties and
obstacle of the new evaluation system implementation, such as establishing advanced
culture, amending the training and supervising syste