摘 要 绩效管理作为人力资源管理的核心要素之一，是随着中国市场经济的发展而逐步推广的，但由于军工科研单位是一个特殊的群体，国内外研究学者相对研究较少，军工研究单位依然存在对绩效管理理论学习的不足、在实际应用中尚存在大量的问题等现状，本研究主要从此方面进行，采用理论分析和实证研究相结合的方法对军工科研单位的绩效管理体系进行研究，希望可以为军工科研单位建立绩效管理体系提供参考。 本文对国内外绩效管理的理论进行了论述，在分析的基础上，通过深入调研和访谈等方式分析了军工科研单位的绩效管理现状，根据主要问题和绩效管理在军工科研单位的特点，结合绩效管理理论，对军工科研单位的绩效管理进行整体系统优化设计。选择一家军工科研单位为典型实例，根据本单位的实际情况，结合模型和方法，从绩效管理体系各个方面的整体设计，做出了初步系统影响的评估。汇总分析，得到启示。主要结果和结论：当前军工科研单位绩效管理状况均较差，流于形式较多，没有战略导向的绩效管理体系、重视程度不够、指标体系不合理、方法不当、结果应用单一。 从指标体系、流程、保障体系、效果评价四个方面系统性的进行了绩效管理的系统设计研究；在流程中，建立以沟通为重点的绩效管理核心。系统性采用平衡计分卡，KPI管理方法确定了组织、部门和岗位绩效系统；建立了绩效管理体系，员工对绩效管理系统整体较为满意度。

ABSTRACT Performance management as one of the core elements of human resource management is as China's market economy development and the gradual promotion, the researchers actual military research units of business processes have been studied, but because of military research unit is a special group, relatively few research scholars at home and abroad, the theoretical performance management in the practical application of research units in the military, there are still a lot of problems, this research is mainly carried out since then, the use of theoretical analysis and empirical research method of combining military research units of the performance management system research and design, hope this study provides a reference for the construction of military research unit performance management systems. In this paper, the theory of performance management at home and abroad were discussed, on the basis of the analysis, management status of performance through in-depth research and interviews with military research units, according to the main issues and performance management in military research unit characteristics, combined with performance management theory, performance Management military research units overall system design. Select an object or a typical example of military research units, according to the actual situation of the unit, combined with models and methods, from the overall design of all aspects of the performance management system, the system has made a preliminary assessment of the impact. Meta-analysis, get inspiration. The main results and conclusions: The current military research unit performance management are poor, a mere formality more, without a strategy oriented performance management system, not enough emphasis, index system is unreasonable, improper methods, the results of a single application. From the index system, process, security system, the effect of systematic evaluation of four studies were designed performance management system; in the process, establish communication as a core focus on performance management. Systematic use of the Balanced Scorecard, KPI management method to determine the organization, department and job performance systems; establish a performance management system, employee performance management system as a whole is more satisfaction.