本文關(guān)鍵詞： 敏捷開發(fā) 績(jī)效管理體系 績(jī)效管理優(yōu)化　出處：《北方工業(yè)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：績(jī)效管理是人力資源管理的重要內(nèi)容,是人才管理的重要手段。績(jī)效管理的結(jié)果一方面會(huì)影響到員工的薪酬和福利水平,另一方面也是幫助員工發(fā)現(xiàn)工作中存在的問題,為后續(xù)的有針對(duì)性的員工培訓(xùn)提供重要的依據(jù)。因此,簡(jiǎn)單的績(jī)效考核已經(jīng)不能滿足現(xiàn)代企業(yè)人力資源管理的需要,完善和優(yōu)化企業(yè)的績(jī)效管理體系變得越來(lái)越重要。LY公司是一家以手機(jī)網(wǎng)絡(luò)游戲開發(fā)、運(yùn)營(yíng)建設(shè)為一體的軟件科技類企業(yè)。公司旨在打造手機(jī)網(wǎng)絡(luò)休閑娛樂的新平臺(tái),通過以手機(jī)網(wǎng)絡(luò)為主的多種網(wǎng)絡(luò)渠道為全球華人用戶提供多元化的娛樂服務(wù),基于這個(gè)基礎(chǔ),LY公司在軟件開發(fā)方法,屬于敏捷開發(fā)方法,是軟件研發(fā)方法中的全新方法。本文以LY公司研發(fā)人員績(jī)效管理體系為研究對(duì)象,在梳理國(guó)內(nèi)外相關(guān)研究文獻(xiàn)的基礎(chǔ)上,通過對(duì)LY公司研發(fā)部門績(jī)效管理現(xiàn)狀進(jìn)行分析,通過問卷調(diào)查,發(fā)現(xiàn)研發(fā)部門現(xiàn)有的績(jī)效管理體系并不能有效的支撐戰(zhàn)略發(fā)展,績(jī)效考核指標(biāo)體系不夠科學(xué)、不夠合理,績(jī)效考核主體混亂,績(jī)效考核結(jié)果應(yīng)用單一等問題。針對(duì)以上問題,結(jié)合在軟件研發(fā)中使用敏捷開發(fā)的過程管理方法,重新梳理研發(fā)部門績(jī)效管理的流程,重新優(yōu)化設(shè)計(jì)了 LY公司研發(fā)部門和研發(fā)人員的考核指標(biāo),強(qiáng)化績(jī)效的溝通與輔導(dǎo),加強(qiáng)績(jī)效考核結(jié)果應(yīng)用。最后,為了使優(yōu)化的績(jī)效管理體系能夠有效實(shí)施,本文從培養(yǎng)企業(yè)績(jī)效文化和強(qiáng)化績(jī)效考核激勵(lì)機(jī)制等方面提出了相應(yīng)的保障措施。
[Abstract]:Performance management is an important part of human resource management and an important means of talent management. On the one hand, the results of performance management will affect the salary and welfare level of employees, on the other hand, it will help employees to find problems in their work. Therefore, simple performance appraisal can no longer meet the needs of modern enterprise human resource management. Improving and optimizing enterprise performance management system is becoming more and more important. LY is a mobile phone online game development, operation and construction as one of the software technology enterprises. Through a variety of network channels dominated by mobile phone networks, the company provides diversified entertainment services to Chinese users around the world. Based on this foundation, LY Company is in the software development method, which belongs to the agile development method. This paper takes the performance management system of R & D personnel of LY Company as the research object, analyzes the current situation of the performance management of R & D department of LY Company on the basis of combing the relevant research literature at home and abroad. Through the questionnaire survey, it is found that the existing performance management system of R & D department can not effectively support the strategic development, the performance appraisal index system is not scientific and reasonable, the main body of performance appraisal is chaotic. In view of the above problems, combining with the process management method of agile development in software development, the process of performance management of R & D department is reorganized. The evaluation indexes of R & D department and R & D staff of LY company are redesigned, the communication and guidance of performance are strengthened, and the application of performance appraisal results is strengthened. Finally, in order to implement the optimized performance management system effectively, This paper puts forward the corresponding safeguard measures from the aspects of cultivating the enterprise performance culture and strengthening the performance appraisal incentive mechanism.
【學(xué)位授予單位】：北方工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F49

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