-I- 摘要 随着经济全球化的发展，企业市场化水平越来越高，市场经济竞争愈加激烈。 企业的发展不仅仅依靠科学技术的进步，更要依靠企业内部管 理水平的提高。在知 识经济的背景下，人力资源管理成为企业的核心竞争力，直接影响企业的市场竞争 力。作为人力资源管理最为核心的绩效考核水平直接体现人力资源管理水 平。因此， 绩效考核在完善企业现代化管理，实现企业的预期战略目标，提高企业核心竞争力， 促进企业持续健康发展等方面起着愈加重要的作用。 本文在综述国内外关于绩效 考核和绩效管理的研究及应用现状基础上，针对于Y 公司技术研发人员现有的绩效考核体系，通过参考相关文献和使用调查问卷，寻求 到Y公司技术研发人员绩效考核体系现状中 存在的重点问题，其中主要包括绩效目 标定位不准确、指标设计及方法不合理、绩效考核结果的应用不充分和绩效考核效 果不理想。在此基础上，分析了Y公司技术研发人员现有 绩效考核体系中存在问题 的原因，其中主要包括体制因素、观念落后、绩效考核忽略员工的发展潜能和缺乏 完善的结果反馈。 结合Y公司技术研发人员绩效考核体系现状中的问 题及原因，本文主要应用KPI 法对Y公司技术研发人员绩效考核体系进行了设计，其中包括构建以战略为导向的 KPI指标体系，确定关键绩效指标的权重、评分标准、考核周期、考 核实施管理、结 果应用等。同时为确保新的考核体系能够顺利实施，本文提出了关于绩效考核的保 障措施及持续改进方法。本文研究对于Y公司技术研发人员绩效考核体系改进具 有 一定的指导作用，也为相关企业的绩效考核改革提供了具有重要意义的参考价值。 关键词：技术研发人员；绩效考核；KPI法 燕山大学工商管理硕士学位论文 -II- Abstract Withtherapiddevelopmentofeconomicglobalization,thelevelofmarketizationof enterprisesbecomeshigherandhigherandthecompetitionofmarketeconomyis becomingmoreandmorefierce.Thedevelopmentofenterprisesdependsnotonlyonthe progressofscienceandtechnology,butalsoontheimprovementofinternalmanagement level.Underthebackgroundoftheknowledge-basedeconomy,humanresource managementbecomesthecorecompetitivenessofenterprises,directlyaffectingthe marketcompetitivenessofenterprises.Therefore,performanceappraisalplaysan increasinglyimportantroleinimprovingmodernmanagementofenterprises,realizingthe strategicobjectivesofenterprises,improvingthecorecompetitivenessofenterprises,and promotingthesustainableandhealthydevelopmentofenterprises. Onthebasisofsummarizingthecurrentresearchonperformanceappraisaltheory anditsapplicationathomeandabroad,thispaperconductsaquestionnaire onperformanceappraisalsystemofTechnicalR&DpersonnelinYCompany,seeking thekeyproblemsexistingintheexistingperformanceappraisalsystem.Consequently,the performancetargetisinaccurate,theperformanceindicators’designandmethodare unreasonable,theresultofperformanceappraisalisnotfullyappliedandtheeffectofthat isnotideal.Onthisbasis,thispaperanalyzestheexistingproblemswhichmainlyinclude institutionalfactors,backwardconcept,performanceappraisalignoringthedevelopment potentialofpersonnel,faultyresultfeedback. Combinedwiththeproblemsandreasonsoftheexistingperformanceappraisal systemoftechnicalR&DpersonnelinYCompany,thispapermainlyappliesKPI methodtodesignPerformanceappraisalsystemincludingtheconstructionofa strategy- orientedKPIsystem,thedesignoftheweightandscoringcriteriaofkey performanceindicators,appraisalcycle,implementmanagementandresultapplication. Atthesametime,inordertoensurethenewappraisalsystemcanbecarriedoutsmoothly, thispaperputsforwardthesafeguardmeasuresandcontinuousimprovements.Thestudy inthispaperhastheguidingsignificanceforthedesignofperformanceappraisalsystem Abstract -III- fortechnicalR&DpersonnelinYCompany,andreferencevaluefortheperformance appraisalreformofrelatedcompanies. Keywords:TechnicalR&DPersonnel;PerformanceAppraisal;KPI 目录 -V- 目录 摘 要....................................................................................................................................I ABSTRACT..........................................................................................................................II 第1章绪 论.......................................................................................................................1 1.1研究的背景和意 义....................................................................................................1 1.1.1研究背 景.............................................................................................................1 1.1.2研究意 义.............................................................................................................2 1.2国内外研究现 状........................................................................................................2 1.2.1国外研究现 状.....................................................................................................2 1.2.2国内研究现 状.....................................................................................................4 1.2.3研究述 评..............................................................................................................6 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.............................................................................................................7 第2章绩效考核相关概念及理论基 础.............................................................................9 2.1绩效考核的内涵、内容与作 用................................................................................9 2.1.1绩效考核的内 涵.................................................................................................9 2.1.2绩效考核内 容.....................................................................................................9 2.1.3绩效考核的作 用.................................................................................................9 2.2关键绩效指标法 （KPI）........................................................................................10 2.2.1关键绩效指标法（KPI）的内涵、方法及操作流 程.....................................10 2.2.2战略导向的KPI体系特点、优点及构建.......................................................11 2.3层次分析 法..............................................................................................................12 2.4本章小 结..................................................................................................................12 第3章Y公司技术研发人员绩效考核体系现状 分析...................................................13 3.1Y公司技术研发人员绩效考核体系现 状...............................................................13 3.1.1Y公司发展概 况................................................................................................13 3.1.2Y公司技术研发人员概 况................................................................................13 3.1.3Y公司技术研发人员绩效考核概 况................................................................15 3.2Y公司技术研发人员绩效考核体系调查研 究.......................................................17 3.2.1调查问卷的设 计...............................................................................................17 3.2.2调查问卷的样本选择与实 施...........................................................................18 3.2.3调查问卷数据处 理...........................................................................................18 燕山大学工商管理硕士学位论文 -VI- 3.3Y公司技术研发人员绩效考 核体系存在的问题分析...........................................19 3.3.1绩效考核目标定位不准 确...............................................................................19 3.3.2指标设计及方法不合 理...................................................................................20 3.3.3绩效考核结果的应用不充 分...........................................................................20 3.3.4绩效考核效果不理 想.......................................................................................20 3.4Y公司技术研发人