林南仓矿业公司利用平衡计分卡理论,主要从财务类指标、市场客户角度、内部安全生产经营角度及党群工作角度四方面设计绩效考核指标。通过对各项绩效指标的完成情况进行考核打分,实现对企业各项工作完成情况的评价,并和相关主管管理人员及操作员工的薪酬挂钩,实现企业和员工利益同步。在企业薪酬制度改革方面做出了有益的尝试。 Using the BSC theory, Linnancang Mining Company designs the performance appraisal indicators from four aspects: the financial index, the market customer, the internal safety production and operation point of view, and the work of the party and the masses. Through the performance indicators of the completion of the assessment of scoring, to achieve the completion of the work of the enterprise evaluation, and management and related staff in charge of the remuneration linked to achieve the interests of enterprises and employees simultaneously. In the enterprise pay system reform made a useful attempt.