中小企业是国家经济的重要支柱，面对全球化逆流、供应链不稳和产业升级压力，它们需寻求精细化管理以增强竞争力。绩效考核作为关键工具，能激励员工、优化资源分配和业务流程，帮助企业在市场立足并发挥企业优势。因此，构建有效的绩效考核体系对中小企业发展至关重要。

论文深入分析TM公司绩效考核现状，识别其存在问题及成因，设计绩效考核改进方案并提出对应保障措施。通过多角度审视绩效考核的发展趋势和研究现状，明确了研究的主要内容和框架。在此基础上，结合TM公司的具体情况，从绩效考核体系的科学性、绩效考核指标的全面性、绩效考核流程的可操作性、绩效考核结果反馈与透明度四个维度设计了调查问卷，并对收集到的数据进行了详细的统计分析，统计结果显示TM公司绩效考核体系在绩效考核指标的全面性和绩效考核流程的可操作性两方面亟需改进，深入研究后发现TM公司绩效考核体系存在设计忽视了部门差异、考核指标的选取缺乏全面性、考核流程实施重视度不够和考核结果反馈机制不完善等问题。

论文重点从绩效考核指标体系构建和绩效考核流程规范化两方面对TM公司绩效考核体系进行改进。不仅构建了公司级绩效考核指标体系和部门级绩效考核指标体系，而且从绩效考核内容、绩效考核周期、绩效考核结果运用等方面改进了绩效考核流程，为了确保改进后的方案确实可行，制定了相应的保障策略。通过定性和定量分析的结合，为TM公司绩效考核体系的改进提供了实际指导，也为技术服务型中小企业的可持续发展提供了宝贵的参考，同时丰富了绩效考核体系的现有理论成果。

Minor enterprises are vital pillars of the national economy. Facing the headwinds of anti-globalization, unstable supply chains, and the pressure of industrial upgrading, they need to seek refined management to enhance their competitiveness. Performance evaluation, as a key tool, can motivate employees, optimize resource allocation, and streamline business processes, helping enterprises to establish a foothold in the market and leverage their advantages. Therefore, building an effective performance evaluation system is crucial for the development of minor enterprises.

This thesis conducts an in-depth analysis of the current performance evaluation situation at TM Company, identifies existing problems and their causes, designs a performance evaluation improvement plan, and proposes corresponding safeguard measures. By examining the development trends and research status of performance evaluation from multiple perspectives, the thesis clarifies the main content and framework of the study. Based on this, and in conjunction with the specific circumstances of TM Company, a survey questionnaire was designed from four dimensions: the scientificity of the performance evaluation system, the comprehensiveness of performance evaluation indicators, the operability of the performance evaluation process, and the feedback and transparency of performance evaluation results. A detailed statistical analysis was conducted on the collected data, and the results showed that TM Company's performance evaluation system urgently needs improvement in two aspects: the comprehensiveness of performance evaluation indicators and the operability of the performance evaluation process. Further research revealed that the performance evaluation system of TM Company has issues such as neglecting departmental differences in design, a lack of comprehensiveness in the selection of evaluation indicators, insufficient emphasis on the implementation of the evaluation process, and an imperfect feedback mechanism for evaluation results.

TM Company has prioritized enhancements in two critical areas: the development of a performance evaluation indicator system and the standardization of the performance evaluation process. The company has not only established a performance evaluation indicator system at the corporate level and for individual departments but also refined the process itself, addressing aspects such as the content, frequency, and application of performance results. To guarantee the viability of these improvements, appropriate safeguard strategies have been formulated. Through an integrated approach of qualitative and quantitative analysis, this thesis delivers not only actionable insights for the refinement of TM Company's performance evaluation system but also valuable guidance for the sustainable growth of technology-driven minor enterprises. Furthermore, it contributes to the existing body of theoretical knowledge on performance evaluation systems.

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