Next , a systematic review is conducted to the principle and method of performance evaluation . furthermore , it review the development of china ’ s foreign trade system , compare the export form of various countries , select the key performance indicating of export performance , construct the criterion of evaluation , and establish export performance evaluation system . through the practice of a listed company , it verify the effective of export performance evaluation system of foreign trade enterprise 全文首先阐述了选题背景以及研究意义、目的、方法和结构,接着对绩效评价理论与方法作了整体综述,对我国外贸体制发展进行回顾并比较分析了各国企业出口形式,然后在此基础上,选取了企业出口绩效的关键绩效指标,确定了评价标准,建立了企业出口绩效的评价体系,最后通过对一家上市公司出口绩效进行实证研究,验证了企业出口绩效评价体系的有效性。
The paper is one part of national science fund project study on the theory and method of performance management presided by professor of harbin institute of technology yingjun - feng and management and scientific research project of the first group of china aviation study on corporate top and middle - level executives performance evaluation and motivation model presided by my supervisor professor lujie - wang , comprehensive introduce the condition of domestic and oversee research and analyze the relationship between executives holding corporate stock and executives " performance under corporate governance . and also discuss corporate stakeholder governance and advancement of corporate executives performance and probe into influence of corporate executives behavior model on executives performance and set up corresponding performance evaluation index to appraise corporate advance and middle - level executives performance from the balanced scorecard 本论文作为哈尔滨工业大学冯英浚教授主持的国家自然科学基金项目“绩效管理的评价理论与方法研究”和导师王鲁捷教授主持的中国航空工业一集团公司管理科研基金项目“企业中高级管理者绩效评价与激励模式研究”课题的一部分，综合国内外对此问题研究的现状，从公司治理的角度，分析公司治理下管理者持股与管理者绩效之间的关系，探讨企业利益相关者治理与企业管理者绩效之间的规律，以及探讨企业管理者的行为模式对企业管理者绩效的影响，并且从综合记分卡体现的维度建立相应的绩效评价指标。
In pace with the deepen of quality education , the shortages of this method have appeared , many qualities , such as thought , literea humaniores , mentality , innovation and social practice , are not reflected well , so it is necessory to design a all - sided and scientific evaluating system . the author of this paper makes a thorough analysis on the present evaluating system , and applys the basic theory and method of performance assess to constract a new system which includes four elements , moral character , ability , intelledtuality and physique . this evaluation system offers a reference to evaluate students because it refeclt students ' comperehensive quality not only by language describing but also equantitative elements 但随着素质教育的深入展开，现有的方法已暴露出不少弊端，尤其是学生的思想素质、人文素质、心理素质、创新与社会实践能力没有得到充分的体现，所以构建一套全面、准确、科学的评价体系已越来越引起教育工作者的普遍关注。本文通过分析当前各高校综合素质评价体系的现状，并根据国家对高校人才素质培养的总目标，应用绩效考核的基本原理和方法，构建了一套以品德、能力、智育、体育等四个方面为一级指标，采用语言描述和指标量化相结合的评价体系。
The thesis formulated the method of how to build an effective human resources management system and incentive system in construction enterprises by normative analysis and positive research , on the purpose to solve the problem of absence performance mechanics , illogical compensation structure . the thesis has innovation on the buildings enterprises human resources management based on the theory research . the author pointed out the comprehend compensation incentive method of performance management , compensation management and enterprises culture by deeply researching on realism and consulting related company with many reference 在深入调查和分析的基础上，参阅了国内外有关建筑企业管理和人力资源管理的文献资料，结合我国具体国情和经济发展现状，对建筑企业人力资源管理模式进行了创新，从制度上保证了人力资源管理的措施得以有效实施，并在课题研究的基础上，提出采用绩效管理、薪酬管理、企业文化激励相结合的新型激励方式。
Based on the conclusion of previous investigation , using the systematic analysis method , putting the goal of performance evaluation system into the center , i have studied the basic pr i nc i p i es and procedures i n estab i i sh i ng performance eva i uat i on system , the influences of environmental factors on enterprise ' s performance evaluation and how to setting target , bench work and method of performance evaluation . i hope these efforts will benefit us for further research in this field 本文是在现有的国内外调查研究结论的基础上，立足于规范的系统分析，以企业绩效评价的目标? ?服务于战略管理为主线，研究有效的企业绩效评价应遵循的基本原则和程序；分析企业内外部环境因素对绩效评价产生的影响及如何确立企业绩效评价标准、构建绩效评价指标体系、选择绩效综合评价方法，以期对该领域的研究有所贡献。
So how to combine the theory and methods of performance technology with the actual conditions of the enterprises and other organizations , and how to apply the performance technology to the actual organization , how to apply the performance technology to direct the actual organization , to promote the workforce performance , are the chief content of this dissertation 如何将绩效技术的理论和方法与具体的企业等组织联系起来，如何把绩效技术应用于组织的管理，指导组织的实践，促进组织和个人工作绩效的提高，是本课题研究的主要内容。
At the same time , the thesis utilizes the method of performance evaluation to the enterprises to evaluate the management performance , including finance profit ; capital management ; remittance ability & development ability to twbb company in 2001 , breaks the limitation of the traditional methods , matches up the disadvantages of common finance analysis 同时，首次运用企业效绩评价的理论和方法对天威保变公司2001年的经营绩效从财务效益、资产运营、偿债能力和发展能力四个方面进行了评价，突破了传统战略分析方法的局限性，弥补了一般财务分析的不足。
How do establish a set of performance management system of manufacturing enterprises by utilizing the theory ， method of performance management ( for short pm ) and combining the modern information network technology in order to increase the hrm level and ， further ， the market competitiveness ， which is the direction of study in this paper 本文的研究目标是利用绩效管理的理论、方法，综合应用现代信息网络技术，建立一套完整的制造企业管理人员绩效管理体系，提高企业人力资源开发与管理的力度，进而提高企业的市场竞争能力。
Firstly , i introduce the whole design train of thought ; secondly , i expound the components of the system and evaluation process ; lastly , i describe the main methods of performance evaluation in the western country and china these days , such as the balanced scorecard and national capital performance evaluation rule 该部分首先论述了企业业绩评价的整体设计思路；其次沦述了企业业绩评价体系的构成要素与评价程序；最后介绍了当今西方国家现行的业绩评价主要方法? ?平衡记分卡和我国现行的业绩评价主要方法? ? 《国有资本金效绩评价规则(修订) 》 。
As a sort of modern management tool and means , effective performance appraisal system can make enterprise come to goal , create high performance and become headspring of shape and development of enterprise . so how to establish effective performanc appraisal system become a focus of domestic enterprise . on the basis of analyzing the theory and method of performance appraisal , this article brings forward a new method of performance appraisal - - all directional key performance indicator performance appraisal system . according to analyze the theory of performance appraisal and the method of performance appraisal , this article account for how to establish all directional key performance indicator system . at the end of the paper , account for the practice method of how to establish all directional key performance indicator by case analysis 本文首先介绍了国内外绩效考评的发展概况、绩效考评的理论体系，并对现代绩效考评方法进行了全面的分析，在对各绩效考评方法的应用优劣比较的基础上，提出了将目标管理( mbo )绩效考评体系、平衡计分卡( bsc )绩效考评体系以及关键绩效指标( kpi )绩效考评体系三者有机结合的全方位关键绩效指标绩效考评体系，并从理论上详细说明了全方位关键绩效指标体系的设计方法，最后结合实际案例讲述了全方位关键绩效指标体系设计的具体操作。
