1、大型國有企業集團總部績效考核體系的研究設計摘要：隨著全球經濟一體化和信息時代的來臨，國外公司以不同的形式進入中國市場，競爭更加激烈，市場更加透明，徹底打破了傳統的計劃經濟體制格局， 直接導致了企業體制和管理模式的轉變。 作為公益行業的環衛企業， 如今也參與到激烈的市場競爭中， 面對全球經濟一體化所帶來得機遇和挑戰， 進一步應證了 “你的競爭對手是使你不斷進步的動力源泉” 這句話。面對如此的競爭，環衛行業也必須實施從 “科技領先”到“人才超越”的戰略調整，而如何不斷提高人力資源管理水平來強化市場競爭力， 是我國國有企業改革過程中必須解決的重要問題。績效管理作為企業人力資源管理的重要內容，是企業一

2、切管理活動的中心，而績效考核作為績效管理的重要環節， 對于提升企業的競爭力具有重要意義。 由于傳統觀念和企業體制的原因， 不少國有企業員工績效意識不強，績效管理還流于形式，沒有發揮應有的作用，不利于有效地吸引、留住并激勵企業需要的人才，不利于穩定、高效的員工隊伍建設，不利于企業實現高效管理和健康發展。針對如何有效地實施績效考核體系，本文以大型國有企業集團總部為例，運用歸納、 調查分析和實證研究相結合的研究方法，借助平衡計分卡、關鍵績效指標和目標管理法等研究工具， 總體設計了大型國有企業集團總部績效考核體系模型，主要包括 : 績效考核指標體系、績效考核標準的確定、績效考核程序等主要內容。關鍵詞：

3、人力資源管理；績效管理； 績效考核abstract:as theglobaleconomicintegrationandinformationage,foreign companies in a different form to enter the chinesemarket,morecompetitive,themarketmoretransparent,completelybroke thetraditional plannedeconomy pattern, leddirectlytoenterprisesystemandmanagementmodetransformation.asa

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