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葫芦岛市DY软件公司研发人员绩效考核体系研究_MBA毕业论文DOC

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文本描述
摘要
由于软件企业的特殊性,研发人员在软件企业中起到了至关重要的作用,对研发
人员进行客观、公正的绩效考核也是软件企业人力资源开发和管理的核心内容。DY
软件公司位于葫芦岛市东戴河新区,是葫芦岛市引进的首家软件开发企业及唯一一家
软件类高新技术企业,该公司研发人员的绩效考核不仅关系到力资源管理过程,还决
定了员工发展、组织绩效、软件产品质量和企业核心竞争力等组织战略问题。因此,
建立一套符合研发人员特点的绩效考核体系已成为该公司面临的核心问题

本文即基于绩效考核相关理论,运用文献研究法、问卷调查法等研究方法,对葫
芦岛市 DY 软件公司绩效考核体系问题展开研究。文章首先介绍本文的研究背景与意
义、研究内容与思路,并探讨国内外研究现状,就相关理论展开论述;其次,分析
DY 软件公司研发人员绩效考核体系现状;再次,通过问卷调查和实地走访,分析
DY 软件公司研发人员绩效考核体系存在的问题及原因;最后,对 DY 软件公司研发
人员绩效考核体系进行优化。研究结果表明,DY 软件公司研发人员绩效考核存在绩
效考核指标设置不合理、考核主体单一、绩效考核沟通反馈不畅、考核周期设置不合
理、绩效考核结果应用不到位等问题,其成因为对绩效考核重要性认识不足、缺少绩
效考核实施的企业文化、绩效考核培训缺失、配套制度不健全。建议通过重构绩效考
核指标体系、多元化考核主体、加强绩效考核沟通反馈、合理设置考核周期、完善绩
效考核结果应用等,完善现有研发人员绩效考核体系,并以提高全员绩效考核认识水
平、构建利于绩效考核实施的企业文化、增强研发人员绩效考核培训、完善绩效考核
配套制度等措施,保障优化后的机械效考核体系实施

关键词: 研发人员;绩效考核;指标体系;激励
沈阳大学硕士学位论文II
Research on software developers performance appraisal system of
Hu Ludao DY company
Abstract
With the development of Chinese economy, obtained the swift and violent
development of software enterprises in China, but most of the software enterprises in our
country at the development stage, scale and management level of enterprises needs to be
improved. Due to the particularity of software enterprises, r&d staff played a crucial role in
software enterprises, an objective and fair performance appraisal of r&d staff is also a
software enterprise the core content of human resources development and management.
R&d staff performance appraisal is not only related to resource management process, also
determines the staff development, organizational performance, software organization
strategy problem such as product quality and enterprise core competitiveness. Therefore, to
establish a set of accord with the characteristics of r&d personnel performance evaluation
system has become the core issue of current software enterprises.
This article is based on the performance evaluation related theory, using the methods
of literature research, questionnaire investigation, the huludao city DY software company
performance evaluation system problem. The article first introduces the research
background and significance of this article, the research contents and train of thought, and
discusses the research status at home and abroad, and discussing the related theory;
Secondly, analysis of DY software company research and development personnel
performance appraisal system present situation; Again, through the questionnaire and
on-the-spot visiting, DY analysis software company research and development personnel
performance appraisal system of the existing problems and causes; Finally, the DY
software company research and development personnel performance evaluation system is
沈阳大学硕士学位论文Abstract
III
optimized. The research results show that DY software company research and development
personnel performance appraisal exists unreasonable performance evaluation indicator set,
appraisal main body of a single, poor communication performance appraisal feedback,
evaluation period set unreasonable, the problem such as performance evaluation result
application is not in place, it because of the importance of performance appraisal lack of
understanding, the lack of performance appraisal lack of implementation of corporate
culture, performance appraisal, training, supporting system is not sound. Suggestions
through refactoring performance appraisal index system, diversified evaluation main body,
strengthen the communication performance appraisal feedback, setting up reasonable
assessment cycle, improve the performance appraisal result application, such as perfecting
the existing research and development personnel performance appraisal system, and to
improve the overall performance appraisal cognition level, build conducive to performance
appraisal implementation of enterprise culture, strengthen the research and development
personnel performance appraisal training, improve the system of performance appraisal
form a complete set of measures, such as optimized mechanical effect appraisal system
implementation.
Keywords:R & d personnel; Performance appraisal; Index system;IncentiveII
目 录
摘要...... I
Abstract...........II
第 1 章 绪论.. 1
1.1 选题背景....... 1
1.2 研究意义....... 2
1.2 国内外研究现状....... 3
1.2.1 国外研究现状 3
1.2.2 国内研究现状 4
1.2.3 国内外研究评述........ 5
1.3 研究内容与方法....... 6
1.3.1 研究内容........ 6
1.3.2 研究方法........ 6
1.4 研究的特色与创新点........... 6
第 2 章 相关理论......8
2.1 主要概念界定........... 8
2.1.1 绩效.... 8
2.1.2 绩效考核........ 8
2.1.3 绩效考核体系 9
2.2 相关理论....... 9
2.2.1 需要层次理论 9
2.2.2 目标管理理论.......... 10
2.2.3 激励理论...... 10
第 3 章 DY 软件公司研发人员绩效考核体系的现状12
3.1 DY 软件公司概况.
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