东信半导体公司技术人员绩效考核研究 随着经济的快速发展和市场化改革日益推进，无论大型企业还是中小的企 业同样面对着的压力，这些压力有的是来自外部市场，也有一部分来自于企业 自身管理，而人力资源问题是其中的重要方面。当今时代非常重要的特征是以 人才和技术为导向的社会，企业想要在多变的市场竞争中取得持续的生存和健 康的发展，解决好人才的引进、利用，减少专业化和技术性人才的流失无疑是 管理工作的重中之重，而在半导体这一高技术行业尤其如此。对于高技术发展 型的企业，技术性人才是企业支柱，技术性人才的员工效率和稳定性对于企业 的发展来说都是至关重要的。 党的十八大召开后，随着全面深化改革各项政策的落实，更多的企业面临 越来越多的机遇和挑战。作为各半导体企业中的最重要的资本，人力资源是最 核心关键的资源，人力的管理是企业重中之重，为了做好人力的管理，需要做 好绩效考核，其重点是通过绩效考核来评判人员的业绩水平高低，并通过绩效 考核的不断提高员工的水平，从中企业和个人得到共同的发展。只有不断地完 善公平、公正、合理、规范的适合企业的绩效考核体系，并深入研究，在应用 实践中不断完善，才能使企业在不断变化的市场环境中获得持续长久的发展。 其中对于企业发展起到至关重要作用的技术人员的绩效考核的研究就更加的重 要了，对于技术型的企业，人才的发展是非常重要的。 本文应用文献综述法和案例分析的方法，对东信半导体公司企业技术人员 的绩效考核体系进行的相应的研究。首先从现代人力资源管理理论、人力资源 培训理论等理论出发，具体分析研究了东信半导体公司技术人员部分的绩效考 核现状和存在问题，发现东信半导体公司人力资源绩效考核体系现存问题主要 是针对技术人员的绩效考核的项目设置及考核后结果反馈部分做得不够；绩效 II 考核体系的诊断与改进有待提高；绩效考核未能跟企业战略结合起来；绩效考 核未能与技术性员工特性匹配，导致离职率较高。进而通过利用案例分析的方 法对东信半导体公司技术工程人员绩效考核进行相应的改进，确定具体改进和 设计的指导思想和基本原则，并提出各项目改进的实施方案，也提出了对改进 后的实行方案的效果评估方法。同时，本文也提出了提升东信半导体公司技术 人员绩效考核相应的保障性措施，主要包括组织保障、人力保障、绩效考核实 施的技术保障以及制度保障，通过这些保障性措施实现东信半导体公司技术人 员的资源绩效考核体系的不断完善。技术人才流失不仅在东信公司，在芯片制 造业界，在很多先进公司具有普遍性，正确的评价技术人员是企业管理中的共 性问题，因此，对于东信公司技术人员的绩效考核的研究对于整个行业技术性 人才的更好留用，从而实现稳定整个行业人才队伍的建设都有非常重要的意义。 因而，本文对于其他类似的技术主导型企业人才稳定和创新发展有一定的借鉴 价值。 关键词： 访谈研究法；技术人员；绩效考核 III Abstract Technology Engineer Performance Evaluation Research on Eastchip Semiconductor Company With the rapid development of economy and the promotion of market-oriented reform, both large enterprises and small and medium-sized enterprises are facing the same pressure, some of these pressures come from the external market, but also some come from the management of enterprises themselves, and the human resources problem is one of the important aspects. One of the characteristics of the 21st century is a society guided by talents and technology. If enterprises want to survive and develop better in the fierce market competition, it is undoubtedly the most important task of management to solve the problem of introducing and utilizing talents, and to reduce the loss of professional and technical talents, especially in the semiconductor industry. So, For high-tech development-oriented enterprises, technical personnel is the pillar of the enterprise, the efficiency and stability of technical personnel for the development of enterprises are crucial. After the 18th National Congress of the CPC, with the implementation of the comprehensive and deepening reform policy, more and more enterprises are facing greater opportunities and challenges. As the "primary capital" of an enterprise, the management of human resources is the core management of an enterprise, and the performance management is the more core part. Its emphasis is to rely on performance appraisal, improve the performance level of personnel, effectively mobilize the enthusiasm of employees, give full play to their potential capabilities, so as to maximize the enterprise's performance. Profit. Only by constantly improving the fair, reasonable and standardized performance management system, in-depth study and application practice, can enterprises gain greater advantages in the fierce market competition. The research on performance management of enterprise technicians is more important, and it is very important for the development of technology-based enterprises. In this paper, the methods of literature review and case analysis are used to study the performance appraisal system of technical personnel in Dongxin Semiconductor Company. Firstly, based on modern human resource management theory and human resource training theory, this paper studies the present situation and existing problems of technical personnel performance appraisal in Dongxin Semiconductor Company. It is found that the existing problems of human resource performance appraisal system in Dongxin Semiconductor Company are mainly the performance appraisal and feedback is not timely enough. The diagnosis and improvement of the system need to be improved; the performance management is not closely related to the enterprise strategy; the performance management is difficult to meet the technical staff requirements, and the turnover rate is higher. Then through the use of case analysis method to Dongxin Semiconductor Company technical engineers performance appraisal for the corresponding improvement, to determine the specific improvement and design of the guiding ideology and basic principles, as well as the implementation of specific improvement measures, and proposed to improve the program after the effect evaluation method. At the same time, this paper also puts forward the corresponding safeguard measures to enhance the performance management of technical personnel in Dongxin Semiconductor Company, mainly including organizational security, manpower security, technical security and system security for the implementation of performance appraisal. Through these safeguard measures, the resource performance appraisal system of technical personnel in Dongxin Semiconductor Company can be realized. Constantly improving. The loss of technical personnel is not only common in Dongxin Corporation, but also in chip manufacturing industry. Correct evaluation of technical personnel is a common problem in enterprise management. Therefore, the research on performance management of technical personnel in Dongxin Corporation can better retain the technical personnel in the whole industry, so as to achieve stability. It is very important to set up the whole industry talent team. Therefore, this paper has a certain reference value for the stable and innovative development of other similar technology-oriented enterprises. Key words: Interview method; technical personnel; performance appraisal VI 目 录 第1章 绪论 ........................................................................................... 1 1.1 研究背景和意义 ............................................................................ 1 1.2 研究方法与内容 ............................................................................ 4 1.3 理论基础和文献综述 .................................................................... 5 第2章 东信半导体公司技术人员绩效考核现状及问题分析 .......... 7 2.1 东信半导体公司技术人员的界定及特征分析 ............................ 7 2.2 东信半导体公司技术人员绩效考核体系现状 ............................ 9 2.3 东信半导体公司技术人员绩效考核存在的问题 ...................... 14 第3章 东信半导体公司技术人员绩效考核的改进 ....................... 176 3.1 东信半导体公司绩效考核的设计理念 .................................... 176 3.2 东信半导体公司技术人员绩效考核架构及考核流程优化 .... 187 3.3 东信半导体公司技术人员绩效考核的应用 .............................. 25 第4章 东信半导体公司技术人员绩效考核改进的保障措施 ...... 287 4.1 绩效考核改进实施的组织保障 ................................................ 287 4.2 绩效考核实施的人力保障 .............