本文从 ND 公司研发团队现有的绩效考核方案入手，介绍 ND 公司研发团队
目前方案的一些优点，同时也分析现有方案存在的一些问题，从软件开发成果
难于定量的核心问题出发，对原有绩效考核方案进行优化，形成客观性更强、
可操作性更好的绩效考核方案。本文对绩效考核制度进行优化设计，重点是绩
效考核中如何通过工作量和工作质量实现绩效考核的定量化，重新定位 ND 公司
研发团队绩效考核的核心出发点，这也有利于拓展绩效考核结果的应用领域，
提高员工的工作绩效，帮助实现企业近期及远期的战略目标
研发团队绩效考核体系，在研发周期和项目频繁变化的特殊时候，团队研
发的思路虽然很复杂，但是很多的企业也会积极的去探索其中的方法，这篇文
章以 ND 公司为案例，来寻找出符合自己公司的绩效考核方法，从而增强公司的
企业管理
关键词：人力资源管理研发团队绩效考核考核体系优化III
Abstract
In the present enterprise, talent competition occupies the main position in the Internet, and
the most important is how to attract and cultivate talents with the development of network, so
that these research talents able to stay in the business enterprise to create value.The performance
evaluation of a research and development team is the critical module in human resource
management. And the performance management plays an irreplaceable role in achieving
company’s target and strategy. The essence of modules such as salary management, promotion
management, training management and so on also relies on forming a strong objective,
operational and effective performance evaluation system.
This article starts from the current performance evaluation plan of ND Company’s research
and development team to introduce the advantages of this team’s current plan and also
profoundly analyzes its current performance evaluation situation and existing problems. Based
on the existing problems of the company’s performance evaluation, this article spreads out the
discussion of optimizing the current performance evaluation plan to form a more objective and
operational one.
As for the problems of the performance evaluation of ND Company’s research and
development team, this article conducts an optimal design for the performance evaluation system.
The focus is on the workload determination plan which is for the quantization of performance
evaluation. This article relocates the core starting point for the performance evaluation of ND
Company’s research and development team, which is helpful to explore the applicable areas for
the result of performance evaluation, improve employee’s working performance and achieve
both short and long term strategic targets for the company.
The establishment and design of the research and development team’s performance
evaluation system will become more sophisticated once hit a particular time of constant changing
of the development cycle and projects. Many companies are still in the exploratory stage for it.
Thus, this article takes ND Company as an example to attempt to find a performance evaluation
method which not only suits the working characteristic of research and development team, but is
also highly operational.
Keywords: Human resource management Research and development team’s
performance evaluation Evaluation system optimizationV
目录
第1章绪论.1
1.1研究的背景与意义...1
1.1.1研究背景.........1
1.1.2研究的意义.....2
1.2国内外研究现状.......3
1.3研究的主题和内容...5
1.3.1研究的主题.....5
1.3.2研究内容.........5
1.4研究方法与本文的创新.......6
1.4.1研究方法.........6
1.4.2本文的创新.....7
第2章绩效考核相关理论概述.......9
2.1绩效考核的目的.......9
2.2企业常用的绩效考核方法.10
2.2.1目标管理方法(MBO)...........10
2.2.2关键指标绩效管理法（KPI）.........10
2.2.3平衡计分卡(Balanced Score Card)...10
2.2.4360°考评法.11
2.3绩效考核的原则.....11
第3章 ND 公司软件研发团队绩效考核体系现状分析...13
3.1 ND 公司及研发团队简况..13
3.1.1 ND 公司研发团队的组织结构图....13
3.2 ND 公司研发团队现有绩效考核简介......14
3.2.1 ND 公司研发团队的部门线考核....14
3.2.2 ND 公司研发团队的项目线考核....17
3.3 ND 公司软件研发团队绩效考核体系问题分析..19VI
第4章 ND 公司软件研发团队绩效考核体系优化设计...21
4.1研发团队绩效考核体系优化的目的.........21
4.2研发团队绩效考核体系优化设计.21
4.2.1确定研发团队绩效考核的原则和方法.......21
4.2.2研发团队绩效考核体系设计整体方案.......22
4.2.3绩效考核指标的确定...........23
4.3 ND 公司研发团队的部门线考核设计......24
4.3.1 ND 公司研发团队的部门线考核的指标设计........24
4.3.2 ND 公司研发团队的部门线考核的主体....27
4.3.3 ND 公司研发团队的部门线考核的实施流程........28
4.4 ND 公司研发团队的项目线考核设计......28
4.4.1 ND 公司研发团队的项目线考核的指标设计........28
4.4.2 ND 公司研发团队的项目线考核的主体....35
4.4.3 ND 公司研发团队的项目线考核的实施流程........35
第5章新绩效考核体系的实施保障..........37
5.1绩效考核体系的实施.........37
5.1.1建立绩效考核体系相关制度...........37
5.1.2绩效考核实施流程...39
5.1.3对相关人员进行培训...........40
5.2建立绩效考核申诉机制.....41
5.3绩效考核结果的应用.........42
5.4企业对绩效考核结果的管理.........44
第6章结论与展望.45
6.1对新绩效考核体系的评价
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