摘要:在社会主义市场经济体制下，我国由传统的工业社会开始步入信息社会，企业之间竞争越来越激烈，中小企业发展受到了前所未有的挑战。民营企业如何在信息社会乘风破浪，尤其是在知识成为第一生产力的21世纪,人才是企业获得和保持竞争优势与最关键的资源，而绩效考核是保持人才，提高员工积极性的一大法保。

　　　为妥善解决民营企业绩效考核这一困扰人力资源管理工作，本文在绩效考核理论的指导下，首先阐述绩效考核相关理论知识，利用相关理论知识分析金海标准件有限公司的基本状况、人力资源体系、绩效考核体系找出绩效考核对体系存在的问题。在再设计中，探讨了金海公司各类人员的考核指标、标准，明确了考核周期、结果的反馈与改进、员工申述、结果的应用。同时强调了金海公司员工绩效考核再设计后实施的保障，如意识保障、组织保障、文化保障等。从而保证了金海公司各部门及员工有机配合，提高金海整体绩效水平。

关键词：人力资源 绩效考核 关键指标

ABSTRACT:In the socialist market economic system, our country started from the traditional industrial society to information society, competition is getting more and more intense, the development of small and medium-sized enterprises has been hitherto unknown challenge. Private enterprises how to ride the wind and waves in the information society, especially to become the first productivity in twenty-first Century in knowledge, talent is the enterprise to obtain and maintain competitive advantage and the most critical resource, while the performance appraisal is to keep talents, improve the staff's enthusiasm and the law.

    To solve this problem of private enterprise performance appraisal work of human resource management, the performance evaluation under the guidance of the theory, first elaborated the performance appraisal theories of knowledge, analysis of existing problems of performance appraisal system of the basic situation, Jinhai Fastener Co., the company's human resources system, performance appraisal system using the theory of knowledge. In the design, discusses the standard evaluation index, Jinhai company personnel, a clear assessment cycle, results of the application of the feedback and improvement, employee representation, results. At the same time stressed that the implementation of employee performance appraisal and design Jinhai company guarantee, guarantee, organization guarantee consciousness, cultural security. In order to ensure the Jinhai company departments and staff coordination, improve overall performance level jinhai.

Keywords: human resource; performance evaluation; Key indicators