文档介绍：湖南大学
硕士学位论文
湘潭钢铁集团有限公司员工绩效考评体系研究
姓名:朱莉华
申请学位级别:硕士
专业:工商管理
指导教师:张玲
20061013
工商管理硕士学位论文
摘要
绩效考评是现代人力资源管理重要的组成部分,不仅直接关系到选拔的有效
性,而且为薪酬制度的制定提供依据,从而影响组织激励机制的建立与作用,所
以在人力资源管理中处于核心地位。
本文应用人力资源管理的理论知识,探讨新经济背景下适应湘钢集团的科学
的绩效考评体系,提高企业人力资源管理水平,进而提高企业的市场竞争能力,
实现企业的战略目标。
论文首先考察湘钢集团绩效考评的现状,分析其存在的问题,指出湘钢集团
的绩效考评体系缺乏战略性和系统性,缺乏全员参与绩效管理的意识,绩效考评
指标缺乏可操作性,缺乏有效的沟通以及考评结果的应用效果不佳。
在此基础上,论文将绩效考评理论和湘钢集团的实际情况紧密结合起来,提
出了系统性改进湘钢集团绩效考评体系的政策建议,包括:完善绩效考评体系的
制度环境、优化绩效考评的组织机构设置、明确考评对象、建立畅通的沟通和反
馈渠道、定期进行阶段绩效考评总结、建立工作表现记录制度以及对绩效考评的
参与者进行培训。
最后,论文重点对湘钢集团高层管理者的绩效考评提出政策建议。

关键词:绩效考评;体系;平衡记分卡

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湘潭钢铁集团有限公司员工绩效考评体系研究
Abstract
As an important constituent of the modern human resources management, the
performance appraisal not only directly relates to the validity of selection, but also
provides the basis for the formulation of wages system thus influences the
establishment and working of prompting mechanism anization, therefore is in the
core of human resources management.
This thesis applicants the human resources management theory knowledge,
discusses science performance appraisal system to adapt the Xiangtan Steel Ltd. Group
under the new economical background, raises the human resources management level,
then enhances the enterprise petition ability and pany’s
strategic target.
The thesis firstly inspects the present situation of performance appraisal of
Xiangtan Steel Ltd. Group, analyzes its existent problem, point out that the
performance appraisal system of Xiangtan Steel Ltd. Group lacks strategic and
systematic characteristic, lacks the consciousness of participation of whole staff to the
performance management. The performance appraisal target lacks feasibility, lacks
munication as well as the application effect of performance appraisal
result is not good.
On these foundation, the thesis unifies closely the performance appraisal theory
and the actual situation in Xiangtan Steel Ltd. Group, proposes sugg