【摘要】：在知識(shí)經(jīng)濟(jì)占領(lǐng)主導(dǎo)地位的今天，企業(yè)能在激烈的市場(chǎng)競(jìng)爭(zhēng)中脫穎而出的第一資源是人力資源，而產(chǎn)品開(kāi)發(fā)人員是裝備制造企業(yè)最為重要的資源，產(chǎn)品開(kāi)發(fā)人員代表企業(yè)產(chǎn)品競(jìng)爭(zhēng)能力和新產(chǎn)品開(kāi)發(fā)能力，是企業(yè)持續(xù)發(fā)展、立于不敗之地的核心。因此，如何提高產(chǎn)品開(kāi)發(fā)人員工作業(yè)績(jī)、提高工作能力、提升業(yè)務(wù)水平，如何運(yùn)用激勵(lì)措施提高他們的工作積極性、創(chuàng)新性，成為企業(yè)提高核心競(jìng)爭(zhēng)力亟待解決的問(wèn)題。 本文首先介紹了績(jī)效考核對(duì)企業(yè)發(fā)展產(chǎn)生的意義和國(guó)內(nèi)外績(jī)效考核研究現(xiàn)狀，接著以一家裝備制造企業(yè)EZ公司產(chǎn)品開(kāi)發(fā)人員為研究對(duì)象，在詳細(xì)分析他們的特點(diǎn)的基礎(chǔ)上，剖析了EZ公司原有績(jī)效考核體系的現(xiàn)狀和存在的問(wèn)題；然后在借鑒國(guó)內(nèi)外學(xué)者關(guān)于產(chǎn)品開(kāi)發(fā)人員績(jī)效考核的最新研究成果的基礎(chǔ)上，闡述了該公司產(chǎn)品開(kāi)發(fā)人員績(jī)效考核體系建立的整體構(gòu)思和基本原則，通過(guò)將公司整體產(chǎn)品研發(fā)目標(biāo)進(jìn)行逐級(jí)分解細(xì)化為部門目標(biāo)、個(gè)人任務(wù)目標(biāo)，采用目標(biāo)考核法、360度評(píng)估法和關(guān)鍵績(jī)效指標(biāo)考核法相結(jié)合的方式，重新構(gòu)建了EZ公司產(chǎn)品開(kāi)發(fā)人員績(jī)效考核體系，對(duì)評(píng)估的內(nèi)容和標(biāo)準(zhǔn)進(jìn)行了具體的論述，并將績(jī)效考核結(jié)果的應(yīng)用和評(píng)價(jià)進(jìn)行簡(jiǎn)要介紹；最后闡述了新的績(jī)效考核方案實(shí)施的保障措施。
[Abstract]:Today, when the knowledge economy occupies a dominant position, the first resource that enterprises can stand out in the fierce market competition is human resources, while the product developers are the most important resources for the equipment manufacturing enterprises. Product developers represent the competitive ability of enterprise products and the ability of new product development, which is the core of enterprise sustainable development and invincible position. Therefore, how to improve the performance of product developers, improve their working ability, improve their business level, how to use incentives to improve their work enthusiasm, innovation, become the core competitiveness of enterprises to solve the problem. This paper first introduces the significance of performance appraisal to the development of enterprises and the present situation of research on performance appraisal at home and abroad, then takes the product developers of EZ Company, an equipment manufacturing enterprise, as the research object, and analyzes their characteristics in detail. This paper analyzes the current situation and existing problems of the original performance appraisal system of EZ Company. Then, based on the latest research results of product developer performance appraisal, the whole conception and basic principles of establishing the product developer performance appraisal system of the company are expounded. By dividing the whole product R & D target into department goal, individual task goal, the method of target assessment, 360 degree evaluation and key performance index evaluation are adopted. This paper reconstructs the performance appraisal system of product developers of EZ Company, discusses the contents and standards of the evaluation, and briefly introduces the application and evaluation of the results of performance appraisal. Finally, the implementation of the new performance appraisal program security measures.
【學(xué)位授予單位】：河南科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F426.471;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前4條

1 覃茜;羅曼;;企業(yè)知識(shí)型員工績(jī)效評(píng)價(jià)研究[J];企業(yè)導(dǎo)報(bào);2011年19期

2 吳敏;;企業(yè)知識(shí)型員工績(jī)效考核指標(biāo)設(shè)計(jì)——以研發(fā)人員為例[J];現(xiàn)代商貿(mào)工業(yè);2010年22期

3 李玉磊;中小企業(yè)員工績(jī)效評(píng)估的設(shè)計(jì)與應(yīng)用[J];鄭州航空工業(yè)管理學(xué)院學(xué)報(bào);2004年03期

4 陳新;;淺談企業(yè)人力資源之績(jī)效管理[J];中國(guó)商貿(mào);2012年17期

，

本文編號(hào)：2308853