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1、AbstractAsweallknow,humanresourcesincreasinglybecometheprimaryresource;andhumanresourcemanagement(HRM)departmentsinenterprisescatchmoreattention.HRMdepartmentperformanceplaysamodelroleintheorganizationperformancesystem;however,thecurrenttheoryofperformancemanagem
2、entmostlyfocusesonorganizationandstaffaspects,fewstudiesforsector-levelperformancemanagement,forperformancemanagementofHRMdepartmentisevenmorelittle.Inviewofthis,thispaperstudiesondesigningforKPIsofHRMdepartmentsinenterprises,toimprovetheperformanceofHRMdepartmen
3、ts.Thisarticlemademainworkasthefollowing:First,summarizedandreviewedthesituationofthedefinitionofKPIdefinitionathomeandabroad,andanalyzedKPIbasicthoughtcombinedwiththerelatedconceptsandevaluationmethods，andbasedonthedefinitionincludingbothoutputandprocess,underst
4、oodtheKPIasakindofmethodsfordesigningperformanceindicators,whichcorporatestrategy-oriented,basedonfinalperformanceresults(FPRs)andcriticalsuccessfactors(CSFs);then,basedonthenewunderstandingofKPI,specificallyanalyzedHRMdepartmentFPRsandCSFs(keydriversorsupportfac
5、tors),whichcompletetheFPRsrequired;afterthis,mainlyextractedFPRindicatorsandCSFindicators,andconstitutedontheKPIsofHRMdepartment,whichreflectstheenterprisestrategicdirection;finally,theauthorbasedonthecaseofRcompanypersonallyexperienced,analyzedthesituationandpro
6、blemsofperformanceappraisalKPIsofHRMdepartmentofitsfirstcause,andcorrespondedmeasuresforimprovement,toputtheresearchfindingsintopractice.Thisarticlearguedthattheresultsandtheprocessshouldbeevaluatedtogether,whenenterprisesdesigntheKPIsofHRMdepartment,notonlytoass
7、essmenttheFPRs,butalsotheCSFs(keydriversorsupportfactors),whiletheproportionoftheFPRindicatorsandCSFindicators,enterprisescouldsetdependonitsownstrategic,industrycharacteristicsandthecurrentworkfocusesoftheyear.Keywords：humanresourcemanagementkeyperformanceindica
8、torfinalperformanceresultcriticalsuccessfactorIII目录引言……………………………………………………………………11绪论………………………………………………………………………21.1研究背景及意义……………………………………………………21.2国内外研究综述…………………
