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智达科技有限公司研发人员效能评价方法研究_MBA毕业论文DOC

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文本描述
摘要
当今世界已步入知识经济时代,企业最具有战略意义的资源就是科技创新及科
技创新的载体——研发人员。能否充分高效地管理和利用此战略性资源,是决定企
业成功的关键。科学有效的效能评价方法是影响研发人员工作态度的重要因素。但
目前的效能评价方法针对研发人员的效能评价工作并不深入,对评价指标的设定过
于主观,对效能评价较差的研发人员没有提供改进方案,在很大程度上限制了研发
人员创新性发挥和职业通道发展。合理的效能评价方法,应该客观、科学,并且能
在效能评价发生变化时为企业人力资源管理提供方向

DEA 模型的特点恰好符合研发人员效能评价的需求。本文主要利用 DEA 模型
对研发人员效能评价方法进行研究。论文基于 DEA 模型以及研发人员的特点进行
分析,建立一套适合用 DEA 模型进行效能评价的指标体系,指标体系主要采用了
分数转化的方法对研发成果和培养人才等方面进行了分数转化。首先,本文利用已
经量化的指标,使用传统的径向 DEA 模型进行效能评价。对评价结果分析发现,
有的研发人员效率值小于 1,说明它们在研发经费级别和研发输出这两个输出指标
方面出现了不足,而其他研发人员效率值都是 1,这对决策者而言,很难对它们进
行比较。其次,本文运用非径向的 DEA 模型进行再评价。研究表明模型的区分度
得到了明显的提升,即可对研发人员进行效能评价排序。最后,本文使用了莫斯奎
特指数进行动态分析,分析了从 2013 年到 2015 年该企业研发人员的效能变化情况,
研究发现大多数效能评价指标的莫斯奎特指数大于 1,表明其在效能评价方面呈现
出逐年进步的态势。即使莫斯奎特指数小于 1,但是莫斯奎特指数所分解的两个部
分中的效率变化几乎都是大于 1 的,说明这些研发人员在技术研究上不断的努力

企业通过分析研发人员效能评价逐年变化的趋势,可以有针对性的提供自由的、
合适的研发平台和相对明确的职业发展通道。企业选择站在研发人员的立场上,从
研发人员利益出发看待问题,会提升研发人员对企业的归属感和忠诚度

关键词:研发人员;效能评价;数据包络分析(DEA);莫斯奎特指数华北电力大学硕士学位论文
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Abstract
The world has stepped into the era of the knowledge economy, as the most strategic
resource of enterprise, R&D personnel is the carrier of scientific innovation. The ability
to efficiently manage and use this strategic resource will be the key to success of
enterprise. Scientific and effective performance evaluation is the key factor to influence
R&D personnel&39;s work attitude. Traditional methods of performance evaluation of R&D
personnel are not in-depth, too subjective and lack of effective improvement program for
personnel with poor performance evaluation. Thus, to a large extent, it has limited R&D
personnel&39;s innovation and career development. The effective performance evaluation
should be objective、scientific and offer direction for enterprise HR management.
The character of DEA model meets the demand of performance evaluation. This
paper is on the study of performance evaluation method. Before the performance
evaluation, this paper needs to consider the DEA model and the characteristics of R&D
personnel to establish a suitable DEA model for the effectiveness of the evaluation of the
index system. In the index system, some indicators are more difficult to quantify. This
paper mainly uses the method of fractional transformation, the research results and
training personnel and other aspects of the fractional transformation. First of all, this
article uses the quantified index, the use of traditional radial DEA model for performance
evaluation. Analysis of the results of the evaluation found that some R&D personnel
efficiency is less than 1, indicating that they R&D funding level and R&D output of the
two output indicators is inadequate. And other R&D personnel efficiency values are
1, it is difficult for decision maker to compare. Secondly, this article uses a non-radial
DEA model for reevaluation. Research shows that the distinction between models has
been significantly improved, R&D personnel&39;s performance evaluation can be ordered.
Finally, this paper uses the Mossquet index to analyze the performance of the R&D
personnel from 2013 to 2015. The result reveals that the vast majority of R&D personnel
in terms of performance are showing a progress is the trend. Even if the Mossquet index
is less than 1, the efficiency change in the two parts of the decomposition of the
Mossquet index is almost greater than one, indicating that these R&D personnel in the
technical research are on the continuous efforts.
Through the analysis of R&D personnel performance evaluation year after year
changing trend and concern about the growth of R&D personnel, the enterprise can be
targeted to provide free, appropriate research and development platform and a relatively华北电力大学硕士学位论文
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clear career development channel. In the position of R&D personnel, from the interests
of R&D personnel to look at the problem, the company will enhance the R&D
personnel&39;s sense of belonging and loyalty.
Keywords: R&D personnel; Performance evualation; Data Envelopment Analysis
(DEA); the Mossquet index.华北电力大学硕士学位论文
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目 录
摘要...I
ABSTRACT...... II
第 1 章 绪 论....1
1.1 研究的背景及意义........1
1.1.1 研究背景.....
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