摘要 绩效管理体系作为一套经过系统科学设计整合的企业管理流程，对企业具有重大意 义。一套科学完善的绩效管理体系，不仅能够推动企业提高决策能力，还可以帮助企业 搜集到一系列真实准确的绩效数据，进而充分调动企业员工的工作积极性并发挥各自的 岗位优势，最终帮助企业实现整体战略目标和经营计划目标。DY研究院作为DY集团 下属的研发中心，承担着整个集团核心研发任务，需要大量的研发人员。近年来随着国 内新材料研发市场竞争日趋激烈，DY研究院要想保持住公司在行业的领先地位，掌握 更多的技术自主权，就需要对企业原有的绩效管理体系进行优化，对员工特别是研发人 员的工作绩效进行客观公正的评价，调动其工作积极性，留住核心人才。 本文系统梳理了绩效管理领域内的相关理论，然后以绩效管理所包含的主要流程、 构成要素和常用的绩效考核方法等作为重点详细进行了梳理，之后以理论为依据，对 DY研究院当前正在实施的绩效考核体系现状从组织结构、人员构成和考核内容等方面 进行研究，分析出目前绩效管理体系中存在的问题。通过实地座谈以及对照理论依据， 分析其存在的问题。在这之后根据研发人员的群体性特点，从工作目标、岗位分析、薪 酬管理机制等方面，运用关键绩效指标法，以优化绩效考核指标、确定指标权重为重点， 并且运用层次分析法计算赋予各项指标以权重，针对绩效管理体系中存在的问题提出合 理化的意见建议，并对优化后的绩效考核体系按照准备、考评、反馈、总结四个阶段进 行试运行。最后，为保障系统持续运行，根据DY研究院实际，从组织和人员、流程、 制度、企业文化四个方面提出针对性的保障措施。本文虽然以DY研究院当前运行的绩 效考核体系当作研究对象，对其绩效管理体系进行的研究有研究院自身的特点，但是可 以为其它大型集团下属的研究院绩效管理体系优化改革提供参考依据。 关键词：绩效管理体系；绩效考核；研发人员 山东理工大学硕士学位论文ABSTRACT II ABSTRACT Performancemanagementsystem,asasetofenterprisemanagementprocessesthat havebeensystematicallydesignedandintegrated,isofgreatsignificancetoenterprises.A scientificandperfectperformancemanagementsystemcannotonlypromoteenterprisesto improvetheirdecision-makingability,butalsohelpenterprisestocollectaseriesofreal andaccurateperformancedata,inordertomobilizetheenthusiasmoftheemployeesofthe enterpriseandgivefullplaytotheirrespectiveadvantages,andultimatelyhelpthe enterpriseAchieveoverallstrategicgoalsandbusinessplangoals.Asaresearchand developmentcenterundertheDYGroup,DYResearchInstituteundertakesthecoreR&D tasksoftheentiregroupandrequiresalargenumberofR&Dpersonnel.Inrecentyears, withtheincreasinglyfiercecompetitioninthedomesticnewmaterialresearchand developmentmarket,ifDYResearchInstitutewantstomaintainitsleadingpositioninthe industryandmastermoretechnologicalautonomy,itisnecessarytooptimizethe company'soriginalperformancemanagementsystem,especiallyforemployees.Itisthe objectiveandfairevaluationoftheworkperformanceoftheR&Dpersonnel,mobilizing theirworkenthusiasmandretainingcoretalents. Thisarticlesystematicallysortsouttherelevanttheoriesinthefieldofperformance management,combsindetailthemainprocesses,components,andcommonlyused performanceevaluationmethodsincludedinperformancemanagement,andthenbasedon thetheory,theperformanceevaluationcurrentlybeingimplementedbytheDYAcademy Thestatusquoofthesystemisstudiedfromtheaspectsoforganizationalstructure, personnelcompositionandassessmentcontent,andtheproblemsinthecurrent performancemanagementsystemareanalyzed.Throughon-sitediscussionsand comparisonwiththeoreticalbasis,analyzeitsexistingproblems.Afterthat,accordingto thegroupcharacteristicsoftheR&Dpersonnel,thekeyperformanceindicatormethodis usedfromtheaspectsofworkobjectives,jobanalysis,salarymanagementmechanism,etc., withthefocusonoptimizingtheassessmentindicatorsanddeterminingtheindicator weights,andusingtheanalytichierarchyprocesstocalculateandassignvariousindicators Basedontheweight,itputsforwardreasonableopinionsandsuggestionsontheproblems intheperformancemanagementsystem,andconductstrialoperationontheoptimized performanceevaluationsysteminfourstages:preparation,evaluation,feedback,and summary.Finally,inordertoguaranteetheoperationofthesystem,andaccordingtothe actualsituationoftheinstitute,thesafeguardmeasuresareproposedfromthefouraspects oforganizationandpersonnel,process,systemandcorporateculture.Althoughthisarticle takestheperformanceappraisalsystemcurrentlyoperatedbyDYResearchInstituteasthe 山东理工大学硕士学位论文ABSTRACT III researchobject,theresearchonitsperformancemanagementsystemhasitsown characteristics,butitcanprovideareferencefortheoptimizationandreformofthe researchinstituteperformancemanagementsystemaffiliatedtootherlargegroups. Keywords:PerformanceManagementSystem;PerformanceAppraisal;R&DPersonnel 山东理工大学硕士学位论文目录 IV 目录 摘要................................................................................................................................I ABSTRACT...............................................................................................................................II 目录..............................................................................................................................Ⅳ 第一章绪论.........................................................................................................................1 1.1研究背景和意义.......................................................................................................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国内外理论研究..............................................................................................2 1.2.2国内外实践研究.............................................................................................4 1.3研究内容和方法.......................................................................................................5 1.3.1研究内容..........................................................................................................5 1.3.2研究方法与技术路线图..................................................................................6 第二章绩效管理理论与方法............................................................................................8 2.1绩效管理有关概念...................................................................................................8 2.1.1绩效与绩效考核..............................................................................................8 2.1.2绩效管理体系..................................................................................................8 2.2绩效管理的基本流程............................................................................................11 2.2.1绩效计划.......................................................................................................11 2.2.2绩效监控........................................................................................................12 2.2.3绩效评价........................................................................................................13 2.2.4绩效反馈与应用............................................................................................14 2.3绩效管理体系.........................................................................................................15 2.3.1绩效管理体系的构成....................................................................................15 2.3.2绩效管理体系的设计要点...........................................................................16 2.4常用绩效考核方法.................................................................................................17 2.4.1层次分析法....................................................................................................17 2.4.2目标管理法....................................................................................................17 2.4.3360度绩效考核法.........................................................................................18 2.4.4关键绩效指标考核法..............................