MBA教育中心知识库

建筑业具有多层次产业结构的特点，因此建筑企业一般组织结构复杂、经营管理难度大。目前大部分建筑企业为了适应日趋激烈的市场竞争，通过技术革新、管理变革等方式不断增强企业自身竞争力，并强化以绩效考核为重要基础的内部管理，充分调动企业员工的积极性，主动适应市场要求。

本文以大驿工程建设有限公司员工（管理及技术人员不包含施工队人员）绩效考核为研究对象，基于公平理论、双因素理论等相关基础理论，通过查阅文献、发放调查问卷，分析该公司现行绩效考核存在的问题，运用目标考核法MBO、关键绩效指标法KPI等绩效管理工具，结合企业的实际情况有针对性地对现有绩效考核进行优化并提出保障措施。

优化后的绩效考核方案综合性、针对性强，岗责设置更加清晰，绩效指标设置更加合理，以期达到员工个人工作目标、部门绩效目标和企业发展目标的高度一致，进而推动形成企业健康发展和员工持续进步的良性循环。

The construction industry has the characteristics of multi-level industrial structure, so the general organization structure of construction enterprises is complex and the operation and management is difficult. At present, in order to adapt to the increasingly fierce market competition, construction enterprises constantly enhance their own competitiveness by means of technological innovation and management reform, and strengthen the internal management based on the performance appraisal as an important basis, fully mobilize the enthusiasm of enterprise employees, and take the initiative to adapt to the market requirements.

In this paper, the performance appraisal of employees of Dayi Engineering Construction Co., LTD. (management and technical personnel do not include construction team personnel) as the research object, based on fairness theory and double factor theory, analyzes the existing problems in the current performance appraisal of the company, and uses the performance management tools such as target appraisal method of MBO and KPI to optimize the existing performance appraisal of the enterprise and put forward safeguard measures.

The optimized performance appraisal scheme is comprehensive and targeted, the post responsibility setting is more clear, and the performance index setting is more reasonable, in order to achieve a high degree of consistency between employees' personal work goals, department performance goals and enterprise development goals, and then promote the formation of a virtuous cycle of healthy development of the enterprise and the continuous progress of employees.