MBA教育中心知识库

北京电力设备总厂有限公司是国有大型一类企业（以下简称京电设备），在复杂的外部环境下，京电设备的经营与发展需要更高的管理水平，为了有效达到公司经营与发展双丰收的目标，京电设备迫切需要对绩效管理体系进行全面优化。论文将基于中国式绩效管理视角，通过绩效管理体系的优化推动企业高质量发展，达到职工与企业命运共同体的发展愿景。
论文首先通过文案调查法对京电设备的现状进行分析，随后结合封闭式问卷，完成绩效管理各模块的满意度分析，利用探索性因子分析的方法将京电设备绩效管理体系问题划分为目标指标、考核制度、辅导效果、反馈成效及结果应用五个维度。进一步对应得出了京电设备绩效管理体系的五项问题分别为：绩效目标与指标设定不合理、员工绩效辅导效果不佳、绩效考核制度不全面、绩效反馈成效差以及绩效管理结果应用差。随后，运用访谈法对京电设备公司的设计、行政、生产部门的负责人以及员工代表根据问题进行针对性的采访，通过概括与归纳总结出京电设备绩效管理问题的主要原因为：绩效管理制度不完善、绩效管理过程欠缺公平性、绩效管理过程一致性不足、绩效辅助措施执行力度弱、不符合中国传统文化。最后，论文从绩效管理的计划、实施、考核、反馈、改进五个环节分别给出相应的优化策略：（1）细化部门级绩效制度并提升绩效目标的合理一致性（2）优化绩效培训制度，优化绩效辅导方式与领导风格匹配度（3）制定差异化的绩效考核体系（4）建立中国式绩效反馈方案（5）加强绩效管理结果的应用，明确绩效管理运用于薪酬的侧重点。

Beijing Power Equipment Group is a state-owned enterprise (hereinafter referred to as BPEG), in the complex external environment，the operation and development of BPEG requires a higher level of management, in order to effectively achieve the goal of the company's operation and development of a double harvest, BPEG urgently needs to carry out a comprehensive optimization of the performance management system. The thesis will be based on the Chinese-style performance management perspective, through the optimization of the performance management system to promote the high-quality development of the enterprise, to achieve the development vision of the community of destiny of the workers and the enterprise.
Firstly analyses the current situation of BPEG through the text survey method, combines the closed questionnaire to complete the satisfaction analysis of each module of performance management, and uses the method of exploratory factor analysis to divide the problems of the performance management system of BPEG into the five dimensions of objectives and indicators, appraisal system, counselling effect, feedback effectiveness and application of results. The five problems of the performance management system of BPEG were: unreasonable setting of performance objectives and indicators, poor employee performance counselling, incomplete performance appraisal system, poor performance feedback effectiveness and poor application of performance management results. Subsequently, the interview outline was designed to conduct targeted interviews with the heads of the design, administration, production departments and employee representatives of BPEG, and the main reasons for the performance management problems of BPEG were summarised as follows: imperfect performance management system, lack of fairness in performance management process, insufficient consistency in the performance management process,weak implementation of performance aids, and lack of conformity with Chinese traditional culture. culture. Finally, the paper gives the corresponding optimisation strategies from the five aspects of performance management: (1) refine the departmental performance system and improve the reasonable consistency of the performance objectives (2) optimise the performance training system, optimise the performance coaching method and the matching degree of the leadership style (3) formulate the differentiated performance appraisal system (4) establish the Chinese performance feedback programme (5) strengthen the performance (5) Enhance the application of performance management results, and clarify the focus of performance management applied to compensation.