M公司是中国石油天然气第六建设公司在咸阳的石化工程建设项目部。多年来，公司在日常及年终绩效考核中，主要是以项目施工数量化指标为主进行考核，并未涉及更为全面的考核指标。对于一个以项目施工为主的公司来说，存在诸多现实问题。 本文首先进行了文献综述，并在介绍了M公司实际情况的基础上，分析了M公司目前的绩效考核体系存在的四个方面的实际问题：（1）绩效考核随意性较大；（2）绩效考核指标不明确；（3）绩效考核方法和岗位工作结合不紧密；（4）绩效考核结果应用效果不佳等，继而分析了存在问题的原因；然后，以M公司岗位职责为依据，详细而明确地识别确定了七大职能管理部门各个岗位的KPI指标，并切实结合M公司项目施工管理工作实际，给出了各个KPI指标的评价计算方法。接着，以M公司2013年的年终考核基础数据为考核依据，进行了各部门各个岗位的虚拟考核，并就考核结果和公司2013年的实际考核结果进行了对比；比较深入地分析了新设计的KPI考核体系和公司原有考核方法的不同和进步之处。最后，总结了论文的研究结果。 本论文的研究工作对于M公司的员工绩效考核工作是一种比较符合实际、具备较强可操作性的实践应用成果。

M company is China national petroleum construction company in xianyang of petrochemical engineering construction projects. Over the years, the company in daily and annual performance review, mainly on quantitative indicators to examine the main project construction, does not relate to a more comprehensive assessment indicator. For a company that mainly on project construction, there are many realistic problems. Firstly, this article has carried on the literature review, and introduces the M company actual situation, on the basis of analysis of the M company's current performance appraisal system four aspects of the actual problems: (1) the likely random performance appraisal; (2) the performance evaluation index is not clear; (3) not closely the performance appraisal methods and working; (4) poor performance appraisal result application effect and so on, then analyses the causes of the problems; Then, based on M company responsibility, detailed and clearly identify what the seven functions of management department kpis, each position and effectively combined with the actual project construction management work, M company each KPI calculation method of the evaluation is given. Then, based on the performance appraisal data in 2013 of M company, the virtual test is carried out, then, the assessment results of each position and the actual examination results were compared in 2013. More deeply analysis of the new design of KPI evaluation system and the company the original different method of evaluation and improvement. Finally, summarizes the thesis research results. The research work of this paper for the work of M company's employee performance appraisal is a more practical, have strong operability of the practice application results.