近年来，电子商务行业依然保持迅猛发展的态势，电商企业也呈现爆发式增长。然而，在高速发展的另一面，电商行业又存在诸多快速成长带来许多全新的管理问题，在无法照搬传统行业管理经验的时候，只能边经营边受挫，边总结边调整，因此探寻能够适应和符合电商企业发展特征与阶段的管理策略，就成为了企业关注的焦点工作与问题。绩效考核作为人力资源管理的重要组成部分，是连接企业与员工之间的重要纽带，科学系统的绩效考核体系，既可以及时帮助企业实现战略目标，也能帮助员工实现职业愿景，激发人力资源活力，为企业发展提供有力的管理保障。

论文首先在对研究背景，研究意义，研究内容和研究方法进行说明和分析的基础上，对国内外研究成果和相关理论基础进行归纳总结；第二，本论文选取电商企业A公司作为调研对象，围绕绩效考核指标设计的合理性、绩效考核实施的效果，继续考核结果的运用情况三方面，通过问卷调查法和深度访谈法对A公司绩效考核的现状进行了明确，通过对问卷指标的分析及重点访谈的厘清，发现A公司绩效考核体系在绩效考核指标设计，绩效沟通和绩效考核结果应用几个方面都存在的问题。第三，根据A公司的管理实践及考核存在的突出问题，根据BSC（平衡计分卡）评价体系的核心作用，为A公司绩效考核体系改进，制定了对策方案，提出更加适配企业发展需要的绩效考核方案，包括绘制战略地图，重新计算考核指标权重，拓展考核主体范围，确定四个维度的关键指标，并通过运用层次分析法重新设计每个维度中的指标，确定权重，明确和优化绩效考核的执行重点。最后从制度，文化和技术三个层面提出了相应的保障措施来保证绩效考核优化方案能够落到实处，帮助A公司完成企业的战略目标、加强考核反馈沟通、丰富的考核激励手段进而有效提高A公司人力资源的效能。

本文创新性地运用了BSC（平衡计分卡）方法，优化了中小电商A公司绩效考核体系。同时也希望本文的研究成果能够为其他的同类型公司的绩效考核建设提供参考和借鉴。

In recent years, the e-commerce industry still maintains the trend of rapid development, and the e-commerce enterprises also show explosive growth. However, on the other side of the rapid development, there are many new management problems brought by the rapid growth of the e-commerce industry. When the management experience of the traditional industry cannot be copied, it can only be frustrated while operating, while summarizing and adjusting. Therefore, it has become the focus of the enterprise to explore the management strategy that can adapt to and conform to the characteristics and stages of the development of e-commerce enterprises. As an important part of human resource management, performance appraisal is an important link between enterprises and employees. A scientific and systematic performance appraisal system can not only timely help enterprises achieve strategic goals, but also help employees realize their career vision, stimulate the vitality of human resources, and provide a powerful management guarantee for enterprise development.

Firstly, on the basis of explaining and analyzing the research background, research significance, research content and research methods, the paper summarizes the domestic and foreign research results and related theoretical basis. Second, this paper selects e-commerce company A as the research object, focuses on the rationality of performance appraisal index design, the effect of performance appraisal implementation and the application of further assessment results, and clarifies the current situation of performance appraisal of Company A through questionnaire survey and in-depth interview. Through the analysis of questionnaire index and the clarification of key interviews, It is found that there are problems in the performance appraisal system of Company A in the design of performance appraisal index, performance communication and application of performance appraisal results. Third, based on the outstanding problems existing in Company A's management practice and assessment, and the core role of BSC (balanced scorecard) evaluation system, the company has formulated countermeasures for the improvement of Company A's performance assessment system, and proposed performance assessment plans that better meet the needs of enterprise development, including drawing a strategic map, recalculating the weight of assessment indicators, and expanding the scope of assessment subjects. The key indicators of the four dimensions were determined, and the indicators in each dimension were redesigned by using the analytic hierarchy process (AHP) to determine the weight and clarify and optimize the implementation focus of performance appraisal. Finally, from the three aspects of system, culture and technology, it puts forward the corresponding safeguard measures to ensure that the optimization plan of performance appraisal can be put into practice, help A company to achieve its strategic goals, strengthen assessment feedback and communication, and enrich assessment and incentive means, so as to effectively improve the effectiveness of A company's human resources.

This paper innovatively uses BSC (Balanced scorecard) method to optimize the performance appraisal system of small and medium-sized e-commerce company A. At the same time, it is also hoped that the research results of this paper can provide reference for other similar companies' performance appraisal construction.