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成人高等学历教育 毕 业 论 文 国有企业员工绩效管理机制研究 办学单位： xxx大学继续教育学院 班 级： 人力资源管理2009级本科业余 学 生：张 三（10561055206705015） 指导教师：李 四 副教授 提交日期： 2009 年 11 月 8 日  中 文 摘 要 国有企业是我国经济体制中的重要组成部分。科学管理国有企业的人力资源，是提高国有企业核心竞争力的关键，而通过有效的绩效是吸引、保留和激励企业人才，提高企业竞争力的重要手段。 当前多数国有企业绩效考核实行中存在困难，绩效考核与发展战略相脱节，绩效考核时间僵化，各级管理者和员工的参与度不够，考核缺乏量化、明确的工作绩效评价指标，考核指标脱离岗位职责、工作任务，绩效评价不现实，未形成有效的反馈机制等等，使整个国有企业绩效考核体系形同虚设，员工产生逆反心理，达不到考核的预期目标，甚至还导致不少人才流失，绩效考核未能在企业管理活动中发挥应有作用。本文企业的人力资源规划、人员招聘、人员选拔、员工培训等工作国有企业管理的现实问题,国企管理的改推动员工绩效的提高，激励保留核心员工 Abstract Chinas economic system of state-owned enterprises are an important component. To manage human resources of enterprises is the key to improve the state-owned enterprises core competitiveness，and Through effective performance management system is the important way to attract, retain and motivate human resource and to improve enterprise competitiveness. At present the majority of state-owned enterprises there are difficulties in implementing a performance appraisal ,performance appraisal and development strategy are not the same line, Performance appraisal time, the rigid , managers and employees at all levels are not enough to participate in , the lack of quantitative assessment and a clear performance evaluation index.Assessment indicators from the job responsibilities, work tasks, Performance evaluation is impractical, not to create an effective feedback mechanism, etc. So that the whole state-owned enterprise performance evaluation system exists in name only, staff from rebel and not reach the desired objective assessment, and even lead to a lot of brain drain, performance appraisal activities in the enterprise management failed to play its due role.In this paper, we will explain the introduction of performance management , the basic theoretical knowledge first, through the study of enterprise performance management,