随着我国经济的飞速发展和互联网时代的到来，各个行业信息更加透明清晰，企业间竞争越来越激烈，企业想要在竞争中建立和保持持续的竞争力，做大做强，科学的绩效管理越来越重要。本文的研究对象是GFT公司，作为快速发展的部委直属国有企业之一，随着业务的发展扩大，人员规模不断扩大，面临业务转型及人力资源的开发、使用和培养的巨大难题。在公司管理层不断提及绩效管理的重要性，却未能从实际层面具体实施科学的绩效管理，造成公司业绩没有得到有效提升，使得员工和部分管理者即使在现有僵化、落后的绩效体系下，仍然并不认为绩效管理的实际作用，更无法助推企业的进一步发展。

本研究根据企业绩效管理的问题根据与企业绩效管理相关的理论及其方法，对GFT公司在农村电子商务推动下的综合示范县工程项目绩效管理中可能存在的问题和困难情况进行了逐一地调查和分析，并通过系统的文献信息分析法、案例分析法、内部访谈分析法、调查研究法等方法给出针对性的解决方案。

通过对GFT公司绩效管理现状的研究发现，GFT公司在管理层绩效管理理念、基层员工绩效管理参与度、绩效反馈与绩效沟通、公司对员工支持的力度、绩效考评结果的合理性、公正性等方面都有待提高。通过对公司的企业绩效管理考核指标标准的修改完善、绩效管理设定后的后续效果、绩效考核管理工作流程的组织实施、考核管理结果等问题进行了分析，提出了如何制订合理的企业绩效管理目标、改善合理的企业绩效管理沟通、强化合理的企业绩效考核管理工作组织实施、完善合理的企业绩效考核管理结果等，并且对如何优化GFT公司的企业绩效考核管理提出相关建议。

With the rapid development of my country’s economy and the advent of the Internet era, information in various industries has become more transparent and clear, and competition among enterprises has become more and more fierce. Enterprises want to establish and maintain continuous competitiveness in the competition, become bigger and stronger, and have scientific performance. Management is becoming more and more important. The research object of this article is GFT company, as one of the fast-growing state-owned enterprises directly under the ministries and commissions. With the expansion of business, the scale of personnel continues to expand, facing the huge problems of business transformation and the development, use and training of human resources. The company’s management constantly mentioned the importance of performance management, but failed to implement scientific performance management from a practical level, resulting in the company’s performance not being effectively improved, making employees and some managers even in the existing rigid and backward performance system Still do not believe that the actual role of performance management, let alone promote the further development of the enterprise.

Based on performance management issues and performance management related theories and methods, this research analyzes the problems in the performance management of the GFT company’s e-commerce project in rural comprehensive demonstration counties one by one, and uses literature analysis, case analysis, and internal Interview method, investigation and research method and other methods provide targeted solutions.

Through the research on the status quo of performance management of GFT company, it is found that GFT company has all aspects of management performance management philosophy, grassroots employee performance management participation, performance feedback and communication, the company's support to employees, the reasonableness and fairness of performance appraisal results Room for improvement. Through the analysis of performance management indicators, performance management process implementation, performance feedback, and application of evaluation results, it is proposed to formulate reasonable company performance goals, improve company performance communication, strengthen the implementation of company performance management, and improve performance evaluation results. Recommendations for optimizing GFT’s performance management.