MBA教育中心知识库

  随着大数据技术的快速发展，企业的外部经营的复杂易变以及员工需求基准的不断抬高，企业传统的绩效考核体系受到了极大的挑战，要求企业的绩效考核体系必须从刚性管理转向敏捷管理，顺应时代发展的要求。

  本文以OKR相关理论为基础，以受新冠疫情影响亟需通过数字化转型发展线上业务的重华公司线上事业部作为研究对象。为了帮助重华公司顺利实现数字化转型的战略目标，提高竞争力，本文通过实地调研、问卷调查、现场访谈等方法对重华公司线上事业部绩效考核进行了深入分析，发现重华公司线上事业部的绩效考核体系中存在：员工认同度低、考核目标模糊、绩效指标设置不合理、内部沟通不畅、考核结果运用单一等无法支撑部门提升绩效的问题。在问卷调查和深入访谈的基础上分析得出导致线上事业部存在以上问题的原因有：缺对乏绩效考核的重视、考核指标设置不科学、绩效考核体系不健全三方面的原因。通过对引入OKR的方法优化线上事业部的绩效考核体系的可行性和必要性进行分析后，分别对线上事业部的绩效考核指标、实施流程、考核结果应用以及沟通机制进行了优化。为了给优化后的绩效考核体系保驾护航，通过健全绩效考核管理机构、加强企业文化建设、开发绩效考核软件进一步完善绩效考核的实施环境。

With the rapid development of big data technology, the complex and volatile external operation of the company and the continuous increase in the benchmark of employee demand, the traditional performance appraisal system of enterprises has been greatly challenged. It is required that the performance appraisal system of enterprises must change from rigid management to agile management and conform to the requirements of the development of the times.

Based on OKR-related theories, the paper takes the online business department of Chonghua Company, which is urgent need of digital transformation to develop online business due to COVID-19 as the research subject. In order to help Chonghua Company successfully realize the strategic goal of digital transformation and improve its capabilities, the paper conducts an in-depth analysis of the performance appraisal of Chonghua Company’s online business department through field research, questionnaire method and on-site interviews. The study found that there’re problems in the performance appraisal system of Chonghua’s online business department: low employee recognition, vague appraisal goals, unreasonable performance indicators, poor internal communication and single use of appraisal results, which can’t support the department to improve performance. Through the questionnaire and in-depth interviews, the reasons for the above problems in the online business department are analyzed and concluded as follows: lack of emphasis on performance appraisal, unscientific setting of appraisal indicators and imperfect performance appraisal system. After analyzing the feasibility and necessity of optimizing the online business department’s performance appraisal system by introducing OKR, the online business department’s performance appraisal indicators, implementation process, application of appraisal results and communication mechanism were optimized. In order to escort the optimized performance appraisal system, we will further improve the implementation environment of performance appraisal by improving the performance appraisal management organization, strengthening the construction of corporate culture and developing performance appraisal software.