当前,在全球范围内的互联网行业应用正迅速发展,物联网、人工智能、大 数据、5G通信等新事物不断迭代。在这一形势下,中国的互联网企业必须瞄准 目标,快速调整,提高自身综合实力,在全球互联网发展竞争中夺得一席之地。软 件开发人员是互联网企业中主要群体,软件开发周期的波动性强、工作指标难以 量化等问题使得开发类员工绩效无法有效评估,导致个体发展无法与公司战略发 展良好匹配,无法实现双赢的结果。 本文以X公司软件开发人员为绩效考核体系研究对象,参考国内外相关绩效 考核理论,通过文献分析法、问卷调查法、权值因子判断表法、归纳分析法等探 究现有该领域管理现状,甄别出战略绩效考核关联度弱、绩效指标缺乏科学性、 绩效沟通不及时等现存问题。 基于X公司软件开发人员专业要求高、稳定性差、工作过程难以监控等自 身特点,结合关键绩效指标、格里波特四分法等工具设计出一套X公司软件开发 人员的绩效考核体系相关优化方案,通过在组织、制度、文化、信息化等方面的 保障措施确保优化后的方案可落地性。 关键词：互联网公司；软件开发人员；绩效考核体系； II ABSTRACT At present, with the rapid development of Internet industry applications in the global scope, new things such as Internet of things (IOT), artificial intelligence (AI), big data, 5G communication have emerged. In this situation, Chinese Internet enterprises must aim at the target, adjust quickly and improve their comprehensive strength to win a place in the global internet development competition. Software developers are the main group in this kind of companies, problems such as high volatility of software development cycle and difficult quantification of work indicators make it impossible to effectively evaluate the performance of them, which leads to the failure of individual development to match well with the company's strategic development and achieve win-win results. This paper takes the software developers of X company as the research object of the performance appraisal system, refers to relevant performance appraisal theories at home and abroad as the guidance, and explores the current management situation in this field through literature analysis, questionnaire survey, weight factor judgment table method, inductive analysis method, etc., to identify existing problems such as weak correlation of strategic and performance management, performance indicators are unscientific and Communication of performance consequence is not in time. Based on the work characteristics of software developers in X company，which like high professional requirements in working process, high turnover rate, hard to monitor their working process. With combination of the balanced scorecard, key performance indicators, Gerry potter quartering tools, an optimization scheme about performance evaluation system was designed. The supporting measures in organization, system, culture, informatization to ensure optimized scheme can be implemented. Key words: Internet enterprises, software developers, performance appraisal system III 目 录 第一章 绪论 ................................................................................................................... 1 1.1 研究背景及意义 ...................................................................................................... 1 1.1.1 研究背景 ........................................................................................................ 1 1.1.2 研究意义 ........................................................................................................ 1 1.2 文献综述 .................................................................................................................. 2 1.2.1绩效与绩效考核 ............................................................................................ 2 1.2.2 国外对绩效考核的研究现状 ........................................................................ 3 1.2.3国内对绩效考核的研究现状 ........................................................................ 4 1.3 研究内容及思路 ...................................................................................................... 5 1.3.1研究内容 ........................................................................................................ 5 1.3.2 研究目的 ........................................................................................................ 5 1.3.3研究方法 ........................................................................................................ 6 1.3.3 研究技术路线 ................................................................................................ 7 第二章 X公司绩效考核现状及问题分析 ................................................................... 9 2.1 X公司概况 ............................................................................................................. 9 2.1.1 X公司介绍 .................................................................................................... 9 2.1.2X公司软件开发业务流程 ............................................................................. 9 2.2 X公司人力资源概况 ............................................................................................ 11 2.2.1 X公司人力资源结构分析 ......................................................................... 11 2.2.2 X公司软件开发人员的特点 ..................................................................... 14 2.3 X公司软件开发人员绩效考核现状 .................................................................... 15 2.4问卷调查及结果分析 ............................................................................................ 16 2.4.1 问卷设计 ...................................................................................................... 16 2.4.3信度及效度分析 .......................................................................................... 17 2.4.4 问卷结果分析 .............................................................................................. 19 2.5 X公司软件开发人员绩效考核存在问题 ............................................................ 21 2.6 本章小结 ................................................................................................................ 23 第三章 X公司软件开发人员绩效考核优化设计 ..................................................... 24 3.1 优化目的与原则 ................................................................................................... 24 3.1.1 绩效考核优化的目的 .................................................................................. 24 3.1.2 绩效考核优化的原则 .................................................................................. 24 3.2 X公司软件开发人员绩效考核体系优化思路 .................................................... 25 3.3 X公司战略目标及相关组织岗位梳理 ................................................................ 25 3.3.1 X公司战略目标 .......................................................................................... 25 3.3.2 部门组织架构 .............................................................................................. 26 3.3.3 岗位职责 ...................................................................................................... 27 3.4 X公司软件开发人员绩效考核体系优化 ............................................................ 28 3.4.1 软件开发管理人员绩效考核指标优化 ...................................................... 28 3.4.2 基层软件开发人员绩效考核指标优化 ...................................................... 32 3.4.3 绩效考核权重设计 ...................................................................................... 38 3.4.4 绩效考核周期及结果分布 .......................................................................... 39 3.5 本章小结 ................................................................................................................ 41 IV 第四章 X公司软件开发人员绩效考核实施 ............................................................. 43 4.1 绩效考核的理念转变与应用 ................................................................................ 43 4.1.1 转变绩效考核理念 ...................................................................................... 43 4.1.2 绩效考核结果的应用