The performance appraisal system involves many factors,is an important and complex work,which has a positive effect on the realization of the enterprise goal,and has the extremely important practical significance at the same time.This paper starts from the current enterprise performance management system in the existing problems,by reference to the relevant literature,using the method of key performance indicators,balanced scorecard as the theoretical basis,on the premise of system management,according to the hierarchy of the appraisal object to develop differentiated performance system,the decomposition of the strategic objectives of the enterprise to the various departments all levels,and individual employees to implement,so as to form a more perfect performance evaluation index.%绩效考核体系工作涉及多方因素,是一项重要而又复杂的工作,对于企业目标的实现有着积极的作用,同时又具有极其重要的现实意义.论文从当前企业绩效管理体系中存在的问题入手,通过参考相关文献,以关键绩效指标法、平衡计分卡等为理论基础,在强调系统管理的前提下,针对考核对象的层级进行了差异化绩效体系制度的制定,将企业的战略目标分解到各部门、各层级及员工个人中加以落实,从而形成比较完善的绩效考核指标.
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