MBA教育中心知识库

摘  要
绩效考核在绩效管理当中发挥着十分关键的作用，是绩效管理体系中不可或缺的重要组成部分，是实施绩效管理的重要基础。企业制定并实施绩效考核方案的目标是为了通过不断完善绩效考核在实际中的应用，使企业以及员工的利益不断扩大，并实现企业的持续高速发展，因此绩效考核在企业管理、控制以及决策经营的过程中有着十分重要的影响。
本文采用归纳分析和平衡计分卡等科学方法，通过对国内外绩效考核相关的管理理论进行学习和分析，采用绩效考核理论和BSC、KPI等科学方法，对南方电网的绩效考核现状进行调查研究，找出了其存在绩效考核目标不清晰、绩效考核指标设置不合理、绩效考核沟通和反馈不顺畅、绩效考核结果运用不科学等问题，同时分析了问题成因。最后，在明确优化目标和原则的基础上，提出了绩效考核优化方案，主要包括明确绩效考核目标、基于BSC设计指标、分类确定考核周期、强化考核的沟通和反馈、加强结果运用等，同时提出了优化方案保障措施。
通过本文研究，解决了南方电网公司机关总部员工绩效考核存在的问题，提升了机关总部员工的工作积极性，也为企业的发展战略提供了坚实的基础，并能给其他电力企业绩效考核的优化提供参考依据。
 

Abstract
Performance appraisal plays a key role in performance management. It is an indispensable part of the performance management system and an important basis for the implementation of performance management. The goal of formulating and implementing performance appraisal scheme is to continuously improve the application of performance appraisal in practice, expand the interests of enterprises and employees, and realize the sustainable and rapid development of enterprises. Therefore, performance appraisal has a very important impact in the process of enterprise management, control and decision-making.
This paper uses scientific methods such as inductive analysis and balanced scorecard, studies and analyzes the management theories related to performance appraisal at home and abroad, and uses performance appraisal theory, BSC, KPI and other scientific methods to investigate the current situation of performance appraisal of China Southern Power Grid, and finds out the existing problems, such as unclear performance appraisal objectives, unreasonable setting of performance appraisal indicators The communication and feedback of performance appraisal are not smooth, and the application of performance appraisal results is unscientific. At the same time, the causes of the problems are analyzed. Finally, on the basis of clarifying the optimization objectives and principles, this paper puts forward the performance appraisal  
optimization scheme, mainly including clarifying the performance appraisal objectives, designing indicators based on BSC, determining the appraisal cycle by classification, strengthening the communication and feedback of appraisal, strengthening the application of results, and puts forward the guarantee measures of the optimization scheme.
Through this research, the problems existing in the performance appraisal of the employees of the organ headquarters of China Southern Power Grid Corporation are solved, the work enthusiasm of the employees of the organ headquarters is improved, a solid foundation is provided for the development strategy of the enterprise, and a reference is provided for the optimization of the performance appraisal of other power enterprises.