K 半导体公司培训师绩效体系改善研究 中文摘要
I
K 半导体公司培训师绩效体系改善研究
中文摘要
知识型员工是企业的核心员工, 他们对企业最终价值的形成起关键性的作用，所
以准确评价知识型员工的工作是企业管理中的重要任务。相对于企业一般员工而言,
知识型员工的工作较难衡量, 这就要求企业管理部门必须改进绩效体系以激发知识
型员工的主动性，最大限度地发挥他们的才能。知识型员工绩效体系的公平合理不仅
关系到知识型员工个人目标的实现，而且会对整个人力资源管理活动乃至组织的众多
管理活动造成重大影响，并进而影响组织战略目标的实现。

论文以 K 半导体有限公司为例，探讨了企业培训师绩效体系。K 半导体公司是
一家劳动密集型企业，公司产品的制造大都依靠手工作业，受外部环境和企业工资水
平的制约，企业的员工流动率较高。在这样的条件下，企业培训师能够有效地提高新
员工的适岗能力，缩短新员工的适岗时间，这对稳定产品质量和劳动生产率均有良好
的作用。论文在理论梳理的基础上，分析了 K 公司培训师绩效体系中存在的问题，
包括：绩效体系不能很好的体现培训部门的作用；对培训师的工作能力和表现不能及
时的肯定和反馈等。论文从公司战略的角度，将企业总体目标进行了分解，对工作绩
效中的重要的几个因子重新做了界定，并对各因子的权重做了赋值。改善后的培训师
绩效体系提高了培训师团队的积极性，培训师个人绩效得到改善，新员工的培训稳中
有进，员工的离职率也得到明显改观，对整个公司绩效指标的完成起了相当关键性的
作用。论文的研究结论对其他知识型员工的绩效体系改善有较好的参考意义。

关键词：知识型员工，绩效考核，关键绩效指标
作 者：柴兴旺
指导老师：周华明英文摘要 K 半导体公司培训师绩效体系改善研究
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Study on Trainers Performance System Improvement of K
Semi-conduct Company
Abstract
Knowledge worker is the core of enterprise employees, and they play a critical role in
the formation of the final value of the enterprise, so the accurate evaluation of the
knowledge staff's work is an important task of enterprise management. Relative to the
enterprise general staff, the knowledge worker's work is more difficult to measure, which
requires the enterprise management departments must improve the performance of the
system in order to stimulate the knowledge workers of initiative, maximize their talents.
Knowledge workers performance system of fair and reasonable not only relates to the
knowledge worker to achieve the goals of individuals, but also to the whole human
resource management and organization of management activities have a significant impact,
and, in turn, affects the realization of the organization's strategic goals.
Papers with K semiconductor co., LTD as an example, discusses the corporate trainer
performance system. K-semiconductor co., LTD. is a labor-intensive enterprise, the
company products manufacturing mostly rely on manual work, the restriction of the
external environment and enterprise wages, the enterprise employee turnover is higher.
Under such circumstances, the corporate trainer can effectively improve the suitable work
ability of new employees, shortening learning curve of new employees, the stable product
quality and labor productivity have good effect. Paper on the basis of the theory to comb,
and analyzes the K company trainer problems existing in the performance of the system,
including: performance system cannot well reflect the role of the training department; for
trainers’ work ability and the performance is not timely and positive feedback, etc. Paper is
from the perspective of corporate strategy, to split the overall goal of the enterprise, the
performance of several important factors to the defined, and the right of each factor to do
the assignment. Improved trainer performance system improve the enthusiasm of the
trainer team trainer individual performance improved, new staff training firm in have into,
employee turnover rate have been improved greatly, complete the performance indicators
for the whole company is very key role. The conclusion from the paper to other knowledge