發(fā)布時(shí)間：2018-06-16 19:32

  本文選題：知識(shí)型員工 + 科研事業(yè)單位��； 參考：《天津大學(xué)》2014年碩士論文

【摘要】：市場(chǎng)化經(jīng)濟(jì)的發(fā)展、政府職能的轉(zhuǎn)變及民主意識(shí)的覺(jué)醒，加之政策指引促使我國(guó)事業(yè)單位進(jìn)一步推進(jìn)事業(yè)單位分類改革，走出一條科學(xué)化、現(xiàn)代化、信息化的管理道路。其中，科研事業(yè)單位作為事業(yè)單位的重要組成部分，一方面具有事業(yè)單位的一般屬性，另一方面，也具有引領(lǐng)先進(jìn)科研成果的特殊性。因而，科研事業(yè)單位的績(jī)效考核不單單要符合其特殊的需求，尤其需要關(guān)注對(duì)知識(shí)型員工及其團(tuán)隊(duì)的管理，可見(jiàn)，科研事業(yè)單位的績(jī)效考核成為不可小覷的重要環(huán)節(jié)�？�(jī)效管理是管理者與員工進(jìn)行持續(xù)的雙向溝通的過(guò)程，對(duì)目標(biāo)的達(dá)成以及如何實(shí)現(xiàn)進(jìn)行調(diào)整以達(dá)成共識(shí)，而績(jī)效考核恰恰是這其中最為關(guān)鍵的核心步驟，不管是從組織角度還是從員工個(gè)人出發(fā)，績(jī)效考核都關(guān)系著組織與員工的切身利益，所以說(shuō)，突出科研事業(yè)單位績(jī)效考核的積極正向的作用，建立科學(xué)的、合理的績(jī)效考核機(jī)制，將績(jī)效考核的重視程度提升到戰(zhàn)略層面，，有利于科研事業(yè)單位的健康發(fā)展，這不僅具有很強(qiáng)的理論意義，更具有很大價(jià)值的現(xiàn)實(shí)意義。 然而，當(dāng)前我國(guó)科研事業(yè)單位普遍陷入績(jī)效考核的困境，尤其是如何通過(guò)績(jī)效考核機(jī)制的設(shè)計(jì)以實(shí)現(xiàn)對(duì)高層次研發(fā)人才、研發(fā)團(tuán)隊(duì)的有效而持續(xù)的激勵(lì)，將績(jī)效考核和薪酬激勵(lì)進(jìn)行合理的融合，仍然在不斷的探索中。基于科研事業(yè)單位一直以來(lái)存在體制落后、效率低下等問(wèn)題，因而引進(jìn)現(xiàn)代人力資源管理理念，注重績(jī)效考核，完善績(jī)效管理，是當(dāng)前科研事業(yè)單位緊急而迫切的主要任務(wù)。知識(shí)型員工作為科研事業(yè)單位的骨干力量，其績(jī)效考核工作的開展具有十分特殊的重要意義。目前，我國(guó)科研單位的績(jī)效考核工作依然處于探索的初級(jí)階段，本文從理論闡述切入，對(duì)績(jī)效考核的相關(guān)理論進(jìn)行綜述，然后運(yùn)用歸納法，對(duì)國(guó)內(nèi)外績(jī)效考核現(xiàn)狀及研究成果進(jìn)行梳理，并且歸納出科研事業(yè)單位績(jī)效考核表現(xiàn)出的主要問(wèn)題，最后運(yùn)用案例進(jìn)行實(shí)證研究，通過(guò)以航天A院這一實(shí)際案例為原型，深入挖掘科研事業(yè)單位績(jī)效考核存在的普遍性問(wèn)題，并找出問(wèn)題背后的癥結(jié)，針對(duì)問(wèn)題深層次的原因而對(duì)癥下藥，通過(guò)借鑒國(guó)內(nèi)外先進(jìn)的績(jī)效考核方法以及考核理念，結(jié)合我國(guó)科研事業(yè)單位的實(shí)際情況，有針對(duì)性地提出合理的績(jī)效考核設(shè)計(jì)方案，希望通過(guò)實(shí)際案例研究及考核方案優(yōu)化設(shè)計(jì)，對(duì)促進(jìn)科研型事業(yè)單位全面發(fā)展，特別是績(jī)效考核工作的優(yōu)化和量化，具有一定實(shí)際價(jià)值。
[Abstract]:The development of market-oriented economy, the transformation of government function and the awakening of democratic consciousness, together with the policy guidance, urge our institutions to further promote the classification reform of institutions, and walk out a scientific, modern and information management road. Scientific research institutions as an important part of institutions, on the one hand has the general attributes of institutions, on the other hand, it also has the particularity of leading advanced scientific research results. Therefore, the performance evaluation of scientific research institutions should not only meet its special needs, especially need to pay attention to the management of knowledge workers and their teams, it can be seen that the performance evaluation of scientific research institutions has become an important link that can not be underestimated. Performance management is the process of continuous two-way communication between managers and employees. The achievement of goals and how to achieve the adjustment to reach a consensus, and performance appraisal is the most critical core step. Whether from the organizational point of view or from the individual employees, performance appraisal is related to the vital interests of the organization and employees. Therefore, to highlight the positive and positive role of the performance appraisal of scientific research institutions and establish a scientific, A reasonable performance appraisal mechanism, which promotes the importance of performance appraisal to a strategic level, is conducive to the healthy development of scientific research institutions, which is not only of great theoretical significance, but also of great practical significance. However, at present, the research institutions in our country are generally in the dilemma of performance appraisal, especially how to achieve the effective and sustained incentive to the high-level R & D talents and the R & D team through the design of the performance appraisal mechanism. The performance appraisal and the salary incentive carry on the reasonable fusion, is still in the unceasing exploration. Based on the problems of backward system and low efficiency in scientific research institutions, it is an urgent and urgent task for scientific research institutions to introduce modern human resource management concept, pay attention to performance evaluation and improve performance management. Knowledge workers as the backbone of scientific research institutions, its performance evaluation work has a very special significance. At present, the performance appraisal of scientific research institutions in our country is still in the primary stage of exploration. This paper begins with the theoretical elaboration, summarizes the relevant theories of performance appraisal, and then applies induction method. The current situation and research results of performance appraisal at home and abroad are summarized, and the main problems of performance appraisal in scientific research institutions are summarized. Finally, the empirical study is carried out by using the case study, which is based on the actual case of Aerospace A Institute. Deeply excavating the common problems existing in the performance appraisal of scientific research institutions, and finding out the crux behind the problems, aiming at the deep-seated causes of the problems and taking the appropriate remedy for the problems, by drawing lessons from the advanced performance appraisal methods at home and abroad as well as the appraisal ideas, According to the actual situation of scientific research institutions in our country, this paper puts forward a reasonable design scheme of performance appraisal, hoping to promote the overall development of scientific research institutions through practical case study and optimization design of evaluation schemes. Especially the optimization and quantification of performance appraisal have certain practical value.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;G322

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本文編號(hào)：2027858