本文關(guān)鍵詞： 績效考核 層次分析法 研發(fā)人員　出處：《東北大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：IT行業(yè)是新興科技行業(yè)中的典型代表,IT行業(yè)的從業(yè)人員是知識型員工中一類特殊的群體,其具有相應(yīng)的專業(yè)特長和較高的個人素質(zhì),具有較高的創(chuàng)造性和自主性。對該類人員進行科學(xué)合理的績效考核是現(xiàn)代人類資源管理的核心內(nèi)容。TY公司是沈陽的一家小型IT企業(yè),研發(fā)人員的績效考核一直是人力資源的難點。如何對TY公司的研發(fā)人員進行有效的績效考核,并與其他人力資源管理職能相結(jié)合,是解決研發(fā)人員工作滿意度不高、激勵無法達到最大化,人才流動率高等問題的關(guān)鍵。 針對此問題,本文在前人研究的成果上,對TY公司研發(fā)人員績效考核體系進行了比較深入的探討。主要研究工作如下： 首先介紹了本文的研究背景及意義,闡述了本文的研究內(nèi)容和方法,并進一步給出了本文的研究思路和框架。然后闡述了員工績效考核的理論基礎(chǔ),詳細分析了員工績效考核中幾種常見的考核方法。本文將TY公司的研發(fā)人員分成三類,即項目經(jīng)理、測試人員和編碼人員,在對其各自的工作內(nèi)容進行分析的基礎(chǔ)上,結(jié)合研發(fā)人員績效考核的現(xiàn)狀,指出了TY公司研發(fā)人員績效考核存在考核方法單一、考核指標設(shè)計不明確、考評導(dǎo)向不合理、考核主體較少、考核周期設(shè)置不理等問題。在此基礎(chǔ)上進一步采用層次分析法、目標管理法、關(guān)鍵績效指標法、平衡計分卡法和360度績效考核法的思路建立了全新的TY公司三類人員的績效考核體系,并提出了具體的實施策略。在文章最后,總結(jié)了本文的主要研究成果及結(jié)論、研究中存在的不足以及未來的研究方向。
[Abstract]:It industry is a typical representative of the emerging science and technology industry IT industry practitioners are a special group of knowledge workers with the corresponding professional expertise and high personal quality. With high creativity and autonomy, scientific and reasonable performance appraisal is the core content of modern human resource management. TY is a small IT enterprise in Shenyang. Research and development personnel performance appraisal has been a difficult point of human resources. How to effectively evaluate the performance of R & D personnel in TY company and combine with other human resource management functions. It is the key to solve the problems of low job satisfaction, low incentive and high turnover rate. Aiming at this problem, this paper makes a deep discussion on the performance appraisal system of R & D personnel in TY Company on the basis of previous research results. The main research work is as follows: Firstly, it introduces the research background and significance of this paper, expounds the research contents and methods of this paper, and further gives the research ideas and framework of this paper. Then, it expounds the theoretical basis of employee performance appraisal. This paper analyzes several common evaluation methods in employee performance appraisal. This paper divides the R & D personnel of TY Company into three categories, that is, project manager, tester and coding personnel. On the basis of the analysis of their respective work content, combined with the current situation of R & D personnel performance appraisal, the paper points out that there is a single assessment method for R & D personnel performance appraisal in TY company, and the design of evaluation index is not clear. The evaluation guidance is unreasonable, the main body of assessment is less, the evaluation cycle is ignored and so on. On this basis, the AHP, the objective management method and the key performance index method are further adopted. Balanced Scorecard method and 360-degree performance appraisal method set up a new performance appraisal system for three categories of personnel in TY Company, and put forward the specific implementation strategy. At the end of the article. This paper summarizes the main research results and conclusions, the shortcomings of the research and the future research direction.
【學(xué)位授予單位】：東北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F49

【參考文獻】

相關(guān)期刊論文 前7條

1 尚郝;覃江峰;劉印璇;;績效考核在人力資源管理的作用探討[J];經(jīng)營管理者;2011年23期

2 馬佳意;;知識團隊績效考核的思路分析[J];經(jīng)濟視角(中旬);2011年04期

3 曹建新;顧素霞;;知識型員工績效考核方法分析[J];科技創(chuàng)業(yè)月刊;2007年04期

4 劉進;;企業(yè)績效考核方法研究[J];商場現(xiàn)代化;2006年21期

5 謝紅梅;嚴宗光;;我國IT企業(yè)研發(fā)人員績效考核探討[J];現(xiàn)代商貿(mào)工業(yè);2008年10期

6 楊杰,方俐洛,凌文銓;關(guān)于績效評價若干基本問題的思考[J];自然辯證法通訊;2001年02期

7 沈群紅;高技術(shù)企業(yè)研發(fā)人員需要特征[J];中國人力資源開發(fā);2001年03期

，

本文編號：1450269