摘要
摘要
“技术型员工”主要从事技术研发，技术应用以及后期技术服务等工作，属
于“知识型”员工的范畴。目前，随着对技术型人才的需求上升，针对技术型人
才的绩效管理研究逐渐成为研究的热点问题。 Y公司作为一家高新技术企业，公
司发展的中流砥柱正是技术型人才。因此，怎样提高他们的绩效从而为企业发展
带来动能是一个关键性的问题。
论文内容以 Y公司技术型员工为研究对象，主要运用问卷调查法和访谈
法，探究总结出该企业在绩效管理方面出现的问题，并最终给出了具体的改善策
略。本文重点从从绩效部门分工、绩效计划、绩效考核以及绩效成果的运用四大
方面，较为系统的介绍了当前 Y公司技术型员工的绩效管理现状，分析绩效管
理中所存在的问题，如绩效管理流程不健全、意识不足、绩效指标设置脱离工作
实际、绩效考核指标笼统以及缺乏有效的沟通等。在此基础上，根据当前绩效管
理的四个环节分别提出相应对策，如在绩效计划阶段，需完善绩效管理流程，建
立更科学的评分项目和权重，开展全员培训工作等；在绩效实施阶段，明确职
责，做好沟通；在绩效考核阶段，将考核分为日常工作和个人能力两部分；在绩
效反馈和绩效考核结果的应用上，根据员工考核结果后续开展专门的培训，引导
员工做好职业规划等。本文研究的目的是能切实的提升 Y公司技术型员工的绩
效管理水平，以此来探索适合技术型员工的绩效管理方法。
关键词：技术型员工、绩效管理、问题对策
论文类型：研究类
选题来源：其他
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ABSTRACT
ABSTRACT
"Technical staff" is the category of "knowledge staff", but they are mainly
engaged in technology research and development, technology application and later
technical services. At present, with the increasing demand for knowledge and technical
talents. As a high-tech enterprise, Y company has most of its core employees who are
technical talents. Therefore, how to improve their performance so as to generate
momentum for enterprise development is a key issue.
This article takes Y company’s technical personnel as the research object, mainly
adopts the methods of questionnaire survey and interview, investigates and
summarizes the problems in Y company’s performance management, and proposes
corresponding improvement strategies. It expounds the status of performance
management of Y company's technical personnel, and analyzes the problems existing
in performance management from four aspects, including the division of labor of the
company's management organization and performance plan. For example, the
performance management process is not sound, lack of awareness, performance
indicator setting is disconnected from work, performance evaluation indicators are
difficult to quantify and performance feedback lags, lack of effective communication
and guidance, etc. On this basis, combined with the four links of performance
management respectively put forward corresponding countermeasures, for example, in
the stage of performance planning, Improve performance management process, set up
more scientific scoring items and weight, carry out training for all staff, etc. In the
performance implementation stage, clear responsibilities, good communication; In the
stage of performance assessment, the assessment is divided into daily work and
personal ability; In the stage of performance feedback and application of performance
appraisal results, special training should be carried out according to the evaluation
results of employees to guide them to make career planning. The purpose of this study
is to effectively improve the performance management level of technical employees in
Y Company, so as to explore performance management methods suitable for technical
employees.
KEY WORDS: Technical employees, Performance management, measures
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ABSTRACT
Dissertation type:Academic research category
Subject source: Other type
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