本文選題：信息技術員工 + 績效管理�。� 參考：《南京師范大學》2013年碩士論文

【摘要】：在知識經(jīng)濟時代,知識型員工成為企業(yè)最重要的人力資本,特別是那些具有不斷創(chuàng)新能力的知識型員工,對企業(yè)的發(fā)展至關重要。在企業(yè)工作的信息技術員工就是這類具有創(chuàng)新能力的員工,由于他們具有在企業(yè)中人員占比小、工作復雜、工作成效難以衡量等特征,對于如何提升這些員工的績效就成為難點。為了探索針對信息技術員工的績效管理方法,建立一套完善的信息技術員工績效管理體系,本文分成兩大部分,分別通過理論和實證的方法進行了研究。本文從知識型員工績效管理的基礎理論入手,研究信息技術員工的工作特點,將員工的績效劃分成任務績效和關系績效、遞延績效,分析這三類績效相互關系,提出了信息技術員工績效管理模型。本文通過員工訪談的方式對M行信息技術部員工現(xiàn)狀進行調(diào)研,收集存在的問題。將發(fā)現(xiàn)的問題結合信息技術員工績效管理模型進行分析,找出問題產(chǎn)生的根源。針對問題的根源,本文給出了相應的解決辦法。本文的特點在于對以往學者很少涉及的信息技術員工的績效管理進行了專題研究,對信息技術員工的績效進行了全面深入的研究和分析,針對信息技術員工的特點建立以促進員工發(fā)展為基礎的績效管理模型。這個模型闡明：績效管理是一個循序漸進的績效評估和績效改進的過程。借助信息技術員工績效模型分析M行信息技術員工績效存在的問題,分析問題形成的原因。通過建立分行人力資源部與信息技術部之間的績效管理防火墻,確保信息技術員工的績效管理的科學性和完整性,提出的相應對策。
[Abstract]:In the era of knowledge economy, knowledge workers become the most important human capital of enterprises, especially those who have the ability to innovate constantly, which is very important to the development of enterprises. Information technology employees working in enterprises are such innovative employees, because they have the characteristics of small proportion in the enterprise, complex work, difficult to measure the effectiveness of work, etc. How to improve the performance of these employees becomes a difficult point. In order to explore the performance management methods for IT employees and establish a set of perfect performance management system for IT employees, this paper is divided into two parts, respectively through theoretical and empirical methods to study. Starting with the basic theory of knowledge employee performance management, this paper studies the working characteristics of information technology staff, divides the performance of the staff into task performance and relational performance, deferred performance, and analyzes the relationship between these three kinds of performance. The performance management model of IT employees is proposed. The present situation of M Bank Information Technology Department is investigated and the existing problems are collected by the way of employee interview. The problem is analyzed with IT employee performance management model to find out the root of the problem. In view of the root of the problem, this paper gives the corresponding solutions. The characteristics of this paper are to conduct a special study on the performance management of IT employees, which was rarely involved by scholars in the past, and to conduct a comprehensive and in-depth study and analysis of the performance of IT employees. According to the characteristics of IT employees, a performance management model based on promoting employee development is established. This model illustrates that performance management is a gradual process of performance evaluation and performance improvement. With the help of information technology employee performance model, this paper analyzes the problems existing in M line information technology employee performance, and analyzes the causes of the problem. By setting up the firewall of performance management between HR department and IT department of the branch, this paper puts forward the corresponding countermeasures to ensure the scientific and integrity of the performance management of IT employees.
【學位授予單位】：南京師范大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F832.33

【共引文獻】

相關碩士學位論文 前6條

1 劉明武;聯(lián)訊證券經(jīng)紀業(yè)務問題研究[D];吉林大學;2011年

2 黃志彬;中海油信科公司人力資源管理研究[D];西北農(nóng)林科技大學;2012年

3 季世廉;基于經(jīng)濟附加值的CNR-CK公司績效評估研究[D];西南交通大學;2013年

4 陳妍;石化碼頭公司績效管理體系完善對策研究[D];天津大學;2013年

5 王娟;宏圖三胞中高層績效管理研究[D];江西師范大學;2014年

6 胡磊;BM銷售有限公司績效考核體系及其激勵作用研究[D];北京交通大學;2014年

，

本文編號：1998154