I摘要绩效管理与企业的经营效益密切相关,如果一个企业没有完善的绩效管理系统,就有可能造成人才流失、企业经营业绩下降等劳务风险,对其企业的发展造成严重的影响。对于企业来说,员工是人力管理的核心资源,对企业管理和企业未来发展有重要影响。因此,企业的绩效管理科学研究具有重要现实意义。为此,本文以W公司为例,在绩效管理优化方案上实施措施,运用KPI确定员工绩效考核的指标,优化员工绩效管理的实施流程,优化员工绩效考核结果运用,使企业健全激励机制增强员工积极性,以便能更好的规避企业中潜在的劳务风险。关键词:KPI考核;后台产研部;绩效考核;劳务风险ABSTRACTPerformancemanagementiscloselyrelatedtotheoperatingefficiencyofanenterprise.Ifanenterprisedoesnothaveaperfectperformancemanagementsystem,itmaycauselaborriskssuchasbraindrainandthedeclineofitsbusinessperformance,whichwillhaveaseriousimpactonthedevelopmentoftheenterprise.Forenterprises,employeesarethecoreresourcesofhumanresourcesmanagement,whichhasanimportantimpactonenterprisemanagementandthefuturedevelopmentofenterprises.Therefore,thescientificresearchofenterpriseperformancemanagementhasimportantpracticalsignificance.Forthisreason,thispaperinWcompany,forexample,ontheperformancemanagementoptimizationschemeimplementationmeasures,usingKPItodetermineemployeeperformanceappraisalindicators,optimizetheimplementationofemployeeperformancemanagementprocess,optimizetheemployeeperformanceappraisalresults,maketheenterprisesoundincentivemechanism,enhancestaffenthusiasm,inordertobetteravoidpotentiallaborriskintheenterprise.Keywords:KPIassessment;backgroundproductionandresearchdepartment;performanceassessment;laborserviceriskII目录摘要..................................................................................................................................IABSTRACT......................................................................................................................II一、绪论...........................................................................................................................1(一)研究背景........................................................................................................1(二)研究意义........................................................................................................1二、相关理论基础...........................................................................................................1(一)绩效管理........................................................................................................1(二)绩效考核的含义............................................................................................2(三)绩效考核的规则............................................................................................21.客观、简便、科学、公正的规则..................................................................22.讲求实绩的规则..............................................................................................23.多维度分级的规则..........................................................................................34.阶段性和连续性相结合的规则......................................................................3(四)绩效考核的程序............................................................................................31.横向程序..........................................................................................................32.纵向程序....