在当今信息科技与全球一体化迅猛发展的时代，企业竞争核心在于人才和激励机制。绩效考核作为企业人力资源管理的关键部分，对传达企业战略目标、提升员工绩效以及推动企业进步的意义重大。A公司数据业务部作为数字化转型的关键部门，其业务涉及多个重要领域，对企业发展至关重要。因此，优化该部门的绩效考核体系具有重大战略意义，不仅能提升部门效率和质量，还有助于企业在竞争中获优势，实现可持续发展。

论文聚焦于A公司数据业务部，对其绩效考核体系进行了深入且全面的剖析，并提出了基于OKR的改进方案。研究发现，该部门的绩效考核体系在多个关键环节存在问题，例如目标与战略的衔接不够紧密、主体评价的公正性缺失、考核周期设置不合理、考核方法不科学，这些问题导致无法全面、准确地衡量员工的工作表现，计划制定与反馈环节也存在缺陷，抑制了员工的积极性。为解决这些问题，论文提出了基于OKR的改进方案，在目标与关键结果的设定上遵循一系列原则，并通过信心指数来区分不同类型的目标。同时，强化评估与反馈机制，将OKR作为一种结构化的沟通工具，在周会、月会等场合进行回顾和沟通，并及时记录相关进展。团队管理者在其中发挥重要作用，负责调整方向、确定频率以及进行复盘和优化。该方案特别注重持续改进，能够根据企业的发展和员工的成长需求进行灵活调整。此外，从制度支撑、人员赋能、技术依托和文化引领四个方面制定了全面的保障措施，旨在提高绩效考核的水平和公正性，促进员工的个人成长和职业发展，进而推动企业实现可持续发展的战略目标。通过这些措施，旨在全面提升绩效考核的水平和公正性，促进员工的个人发展和职业成长，增强企业的凝聚力和竞争力，为企业的长远发展奠定坚实的基础。

In the era of rapid development of information technology and global integration, the core of corporate competition lies in talent and incentive mechanisms. Performance appraisal, as a key part of enterprise human resource management, is of great significance for conveying corporate strategic goals, improving employee performance, and promoting enterprise progress. As a key department in digital transformation, Company A's Data Business Department is involved in multiple important fields and is crucial to the development of the enterprise. Therefore, optimizing the performance appraisal system of this department has significant strategic importance, as it can not only improve the efficiency and quality of the department but also help the enterprise gain a competitive advantage and achieve sustainable development.

The thesis focuses on Company A's Data Business Department, conducting an in-depth and comprehensive analysis of its performance appraisal system, and proposes an improvement plan based on OKR. The study found that there are problems in several key aspects of the department's performance appraisal system, such as the lack of tight connection between goals and strategy, the absence of fairness in the main body evaluation, unreasonable setting of assessment cycles, and unscientific assessment methods. These issues prevent a comprehensive and accurate measurement of employee performance, and there are also deficiencies in the planning and feedback processes, which suppress employee enthusiasm. To address these issues, the thesis proposes an improvement plan based on OKR, which follows a series of principles in setting objectives and key results and distinguishes different types of objectives through a confidence index. At the same time, it strengthens the assessment and feedback mechanisms, using OKR as a structured communication tool for review and communication in weekly and monthly meetings, and records relevant progress in a timely manner. Team managers play an important role, being responsible for adjusting direction, determining frequency, and conducting reviews and optimizations. The plan also pays special attention to continuous improvement and can be flexibly adjusted according to the development of the enterprise and the growth needs of employees. In addition, comprehensive safeguard measures have been formulated from four aspects: institutional support, personnel empowerment, technical support, and cultural guidance, aiming to improve the level and fairness of performance appraisal, promote the personal growth and career development of employees, and further promote the enterprise to achieve the strategic goal of sustainable development. Through these measures, it aims to comprehensively improve the level and fairness of performance appraisal, promote the personal growth and career development of employees, and enhance the cohesion and competitiveness of the enterprise, laying a solid foundation for the long-term development of the enterprise.

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