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在全球经济转型和高质量发展的背景下，文化和旅游产业作为国家经济的重要推动力，其项目管理效率和质量直接影响行业的整体发展。随着文旅产业竞争的加剧，如何科学合理地评价项目经理的绩效，已成为文旅投资开发公司提升竞争力的关键问题。本文针对M文旅投资开发公司项目经理绩效考核体系存在的不足，开展了系统研究。通过研究当前考核体系的现状，分析其中的缺陷与问题，探索如何优化和提升该考核体系的有效性，从而为企业的发展提供支持。

本文采用文献研究法、问卷调查法和结构化访谈法等多种研究方法，对M文旅投资开发公司的项目经理绩效考核现状进行了深入分析，发现存在各种问题。比如现有绩效考核体系过于注重短期财务和运营指标，忽视了长期发展和项目经理综合素质的评价，导致考核结果与公司长期战略的契合度较低；还有绩效指标设计不够全面，缺乏对项目经理定性能力的考核，如领导力、创新能力等；再次绩效反馈机制不完善，缺乏对项目经理职业发展的指导，影响了考核结果的激励作用等等。

针对这些问题，本文提出了优化策略：从绩效指标的全面设计、考核流程的简化、反馈机制的完善等方面进行了系统改进。具体包括：在绩效考核中引入平衡记分卡加关键绩效指标（KPI）结合的方法，增加定性指标比重，提升对项目经理软性能力的考核；同时，强化绩效反馈机制，确保考核结果能对项目经理的职业发展提供有效指导，从而激励项目经理对公司做出长期贡献。通过这些优化措施，可提升文旅投资开发公司项目经理绩效考核体系的科学性和有效性，进一步推动公司战略目标的实现，为文化旅游行业的发展提供实践参考。

In the context of global economic transformation and high-quality development, the cultural and tourism industry has become a crucial driving force in national economic growth. The efficiency and quality of project management directly influence the overall development of the industry. With the intensifying competition in the cultural tourism sector, scientifically and reasonably evaluating the performance of project managers has become a key issue for cultural tourism investment and development companies to enhance their competitiveness. This study focuses on the shortcomings of the project manager performance evaluation system in M Cultural Tourism Investment and Development Company, conducting a systematic analysis to identify its deficiencies and explore ways to optimize and enhance the effectiveness of the evaluation system, thereby supporting the company's growth.

This research employs various methods, including literature review, questionnaire surveys, and structured interviews, to conduct an in-depth analysis of the current performance evaluation system for project managers in M Cultural Tourism Investment and Development Company. The main findings are as follows: First，the existing evaluation system overly emphasizes short-term financial and operational metrics, neglecting long-term development and the comprehensive evaluation of project managers' competencies, which results in a misalignment between evaluation outcomes and the company's long-term strategic goals;Second ,the design of performance indicators is insufficiently comprehensive, lacking assessments of qualitative skills such as leadership and innovation; And last, the feedback mechanism is inadequate, failing to provide meaningful career development guidance for project managers, thereby reducing the motivational impact of the performance evaluation results.

In response to these issues, the study proposes optimization strategies that involve comprehensive performance indicator design, simplified evaluation processes, and improved feedback mechanisms. Specific strategies include the integration of the Balanced Scorecard and Key Performance Indicators (KPI) in the evaluation, increasing the weight of qualitative indicators to better assess project managers' soft skills. Additionally, the feedback mechanism is strengthened to ensure that evaluation results effectively guide project managers' career development, thus encouraging long-term contributions. These optimization measures will enhance the scientific rigor and effectiveness of the performance evaluation system for M Cultural Tourism Investment and Development Company, further advancing the company's strategic objectives and providing valuable insights for the development of the cultural tourism industry.