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摘要：绩效考核是企业绩效管理中的一部分, 是为了帮助企业达成目标，充分发现企业管理人才中的问题，注重做好员工与企业之间的利益分配，有效促进员工与企业的共同成长。通过对现有人力资源绩效考核方式的对比，得出运用层次分析法可以解决绩效考核中决策准则较多并且不容易量化的问题。本文通过数据收集以及问卷调查的形式，了解实习企业所在部门的绩效考核情况，并基于原有KPI考核方式，从多角度对原有KPI绩效考核方式进行优化，运用层次分析法确定绩效考核指标的权重，以优化现有企业的绩效考科方式。并通过实例分析，对比原有绩效考核方式，得出利用层次分析法后的绩效考核更加具备科学性、有效性和可行性的结论。70201
毕业论文关键字：绩效考核；层次分析法；客户满意度；个人发展计划
Research of Enterprise Human Resource Performance Appraisal Based on Analytic Hierarchy Process
Abstract：Employee performance appraisal is a link in enterprise performance management. It can help enterprises to achieve their goals and find the problems in the performance management. Also, it makes administrative staff to pay more attention on the distribution of interests between enterprises and employees which will promote the growth of the enterprise and employees efficiently. By comparing the existing human resources performance appraisal methods, we can draw the conclusion that the performance appraisal decision is not easy to compare and to quantify. Using the method of AHP can solve this problem. In this paper, the way of performance appraisal of the department is known by data collection and the form of question. And will use the method of AHP to decide the weight of index, help to pay more attention to employee´s future development and their performance in the future. Certainly, this improvement project is based on the key points of the original KPI performance appraisal way. The conclusion that AHP helps to make performance appraisal process and results more scientific, effective and feasible is drawn by the true case.
Key Words： Employee Performance Appraisal；AHP；Customer Satisfaction；Inpidual Development Plan
目 录
一、绪论………………………………………………………………………………………1
（一）研究背景……………………………………………………………………………1
（二）研究目的与意义………………………………………………………………………1
（三）绩效考核研究方法………………………………………………………………2
1、关键绩效指标考核法……………………………………………………………2
2、平衡计分卡考核法…………………………………………………………………2
3、运用层次分析法……………………………………………………………………3