民营企业中层管理人员绩效考核体系研究——以福临门公司为例【摘要】本文根据福临门公司中层管理人员绩效考核现状，借鉴国内外相关理论研究和实践经验，以理论联系实际、问卷调查和定性与定量三者相结合的方法，对福临门公司中层管理人员的绩效考核体系进行研究剖析，指出其优越与不足之处[1]，其中包括员工与绩效考核制度磨合度较高、考核结果应用合理、绩效定位不准确、缺乏科学的绩效目标等结论。同时，结合福临门公司的具体情况以及其他一些大型企业绩效考核体系的状况，提出精准定位福临门公司的战略目标和确定中层管理人员的关键绩效指标两个层面的改善措施，并敦促高层领导对中层管理人员的绩效管理提高重视，同时设立考核监控环节并定期复盘，努力寻找和建立一套具有实际操作意义的绩效考核体系，为销售类型的企业提供了一些绩效改革的参考。【关键词】绩效考核体系；中层管理人员；民营企业；人力资源Research on the performance appraisal system of middle-level managers in private enterprises——Take Fulinmen Comapany as an example[Abstract]Based on the current situation of performance evaluation of middle managers of Fulinmen Company, this paper draws on relevant theoretical research and practical experience at home and abroad, and combines theory with practice, questionnaire surveys and qualitative and quantitative methods to evaluate the performance of middle managers of Fulinmen Company. The system conducts research and analysis, and points out its advantages and disadvantages, including the conclusion that employees and the performance appraisal system have a higher degree of running-in, appraisal results are applied reasonably, performance positioning is inaccurate, and scientific performance targets are lacking.At the same time, based on the specific situation of Fulinmen and the performance of other large enterprises, it proposes two levels of improvement measures to accurately locate the strategic goals of Fulinmen and determine the key performance indicators of midd...
