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MBA论文_SHU公司研发人员绩效考核体系构建研究(60页)

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文本描述
大连理工大学专业学位硕士学位论文

摘 要

软件行业是新兴科技行业中的典型代表,该行业的从业人员是知识型员工中一类特

殊的群体,具有相应的专业特长和较高的个人素质,具有较高的创造性和自主性。对该

类人员进行科学合理的绩效考核是现代人类资源管理的核心内容之一。SHU公司是沈

阳的一家软件企业,研发人员的绩效考核一直是人力资源的难点。如何对SHU公司的

研发人员进行有效的绩效考核,并与其他人力资源管理职能相结合,是解决研发人员工

作满意度不高、激励效果无法达到最优、人才流动率高等问题的关键。

计对此问题,本文在现有研究的成果的基础上,对SHU公司研发人员绩效考核体

系进行了较为深入的探讨。主要研究工作如下:

(1)综述了绩效考核的理论基础,详细比较了绩效考核的几种常见方法,主要包

括:层次分析法、关键绩效指标法、目标管理法、平衡计分卡和360度绩效反馈等方法。

(2)将SHU公司的研发人员分成三类,即项目经理、测试人员和编码人员,在

对其各自的工作内容进行分析的基础上,结合研发人员绩效考核的现状,指出了 SHU

公司研发人员绩效考核存在考核方法单一、考核指标设计不明确、考评导向不合理、考

核主体较少、考核周期设置不合理等问题。

(3)釆用层次分析法、关键绩效指标法和360度绩效考核法构建了 SHU公司三

类人员的绩效考核体系,并提出了具体的实施策略。

最后,总结了本文的主要研究成果,针对SHU公司的三类研发人员的特殊性,分

别建立了绩效考评体系,提出了绩效考评体系的实施过程,并对未来的研究进行了展望,

如应增加员工对绩效考核满意度的调查、可以应用计算机来提升绩效考核的效率等。

关键词:绩效考核;研发人员;层次分析法;关键绩效指标法;360度绩效考核法

I

SHU公司研发人员绩效考核体系构建研究

Research on Performance Appraisal System of R & D Personnel in

SHU Company

Abstract

The software industry is the most representative member of new technology industries,

and IT industry staff is also a special group of knowledge-type personnel. They have

corresponding professional specialty and higher personal quality; have very high creativity

and self-determination. It is maybe a very significant topic in modern human resource

management to make a reasonable, scientific and effective performance appraisal for this

group. SHU Company is a software enterprise in Shenyang, the performance evaluation of R

& D personnel has been the difficulty of human resources. How to make effective

performance evaluation to SHU company's R&D personnel and combine with other

functions of human resources management, is the key to solve the problem that staff working

satisfaction is not high,encourage being unable to reach maximizing, and the talent flowing

rate is high and other problems.

Based on previous research results, The paper makes a more in-depth discussion for

SHU company R&D personnel performance appraisal system and finishes the work in the

following four aspects :

This paper expounds the theoretical basis of the employee performance appraisal, and

makes a detailed analysis of several common checking methods for the staffs performance

appraisal, including the analytic hierarchy process,key performance index method,the

administration, target the balanced scorecard and 360-degree performance feedback method.

The researchers of SHU company are divided into three kinds,namely the project

manager, the testers and coding personnel, On the basis of analyzing the content on their

respective work, combined with the present situation of the research and development

personnel performance assessment this paper points out assessment index design is not clear,

evaluation-oriented unreasonable, less assessment of the main, evaluation cycle set to ignore

such problems.

This paper Uses analytic hierarchy process, key performance indicators method and 360

degrees of performance assessment method to establish performance evaluation system about

SHU company researchers, and puts forward the specific implementation strategy.

In addition, at the end of the paper, summarizes the main research results of this paper,

because of the special nature of R & D personnel, for the three R&D personnel in SHU

company, performance evaluation system are established respectively, and put forward the

implementation process of performance appraisal system, and the future research are

prospected, such as increased employee performance appraisal satisfaction survey, can use the

computer to improve the efficiency of performance appraisal system and so on.

Key Words: performance evaluation; R&D person; analytic hierarchy process (ahp); key

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