本文選題：績效管理　切入點：項目經(jīng)理　出處：《中國地質(zhì)大學(xué)(北京)》2015年碩士論文

【摘要】：面對中國市場經(jīng)濟發(fā)展的大潮,研發(fā)企業(yè)的可持續(xù)發(fā)展勢必依賴于管理水平的提升和關(guān)鍵技術(shù)人才的保留�？冃Ч芾砀倪M是企業(yè)提升業(yè)績開啟內(nèi)在引擎的必然手段,是保持企業(yè)強盛生命力的原動力。本論文基于對YJ公司績效管理深入研究的基礎(chǔ)上,結(jié)合科研企業(yè)的特點,以項目管理為出發(fā)點建立基于項目經(jīng)理責(zé)任制的績效評價模型,重新設(shè)計了一套科學(xué)合理的績效考核指標(biāo)體系,優(yōu)化績效考核體系實現(xiàn)管理上的突破。本文由四個部分,六個章節(jié)構(gòu)成。第一章緒論是本文的第一部分,著重介紹了研究的背景、目的和意義,研究的內(nèi)容、技術(shù)路線和方法,以及研究的指導(dǎo)思想。第二部分是第二章文獻綜述,闡述了本文中涉及到的相關(guān)理論和概念,逐一介紹績效管理概念、目標(biāo)管理法等理論方法,以及國內(nèi)外相關(guān)的研究成果作為績效管理研究的理論支撐。第三部分是本文研究的核心部分,包括第三章至第五章。首先,對YJ公司績效管理現(xiàn)狀進行了深入調(diào)查研究,分析總結(jié)公司在管理中的主要問題和矛盾焦點。其次,結(jié)合企業(yè)的經(jīng)營現(xiàn)狀提出項目經(jīng)理責(zé)任制的績效考核模型,以項目經(jīng)理為考核對象在具體操作層面的考核原則、考核指標(biāo)、權(quán)重分配、計算方式、評價標(biāo)準(zhǔn)等方面進行了探索,構(gòu)建一套適應(yīng)企業(yè)現(xiàn)階段發(fā)展需要的全面、客觀、公平、量化的績效考核指標(biāo)體系。最后,對新績效考核指標(biāo)體系的實施運行的有效性進行預(yù)測。第四部分是本文最后一章,是對全文研究內(nèi)容的總結(jié)和研究展望。本論文所探討的基于項目經(jīng)理責(zé)任制的績效考核體系具有目標(biāo)清晰、操作性強、激勵效果明顯的優(yōu)點,但是還存在過于依賴績效考核指標(biāo)量化的問題,隨著企業(yè)的發(fā)展和市場環(huán)境的變化績效指標(biāo)的確定和權(quán)重仍然需要不斷完善和優(yōu)化。
[Abstract]:In the face of the tide of market economy development in China, the sustainable development of R & D enterprises is bound to depend on the improvement of management level and the retention of key technical personnel. This paper is based on the in-depth study of the performance management of YJ Company, combined with the characteristics of scientific research enterprises, taking project management as the starting point to establish a performance evaluation model based on the responsibility system of project managers. This paper redesigns a set of scientific and reasonable performance appraisal index system and optimizes the performance appraisal system to realize the breakthrough in management. This paper is composed of four parts and six chapters. The first chapter is the introduction of this paper. This paper mainly introduces the background, purpose and significance of the research, the content, technical route and method of the research, and the guiding ideology of the research. The second part is the literature review of the second chapter, which describes the relevant theories and concepts involved in this paper. This paper introduces the concept of performance management, objective management method and other theoretical methods, as well as the domestic and foreign related research results as the theoretical support of performance management research. The third part is the core part of this study, including chapters 3 to 5. First of all, This paper makes a thorough investigation and study on the present situation of performance management in YJ Company, analyzes and summarizes the main problems and contradictions in the management of YJ Company. Secondly, it puts forward the performance appraisal model of project manager responsibility system combined with the present operating situation of the enterprise. Taking the project manager as the assessment object, the paper explores the assessment principles, assessment indexes, weight distribution, calculation methods, evaluation standards and so on, and constructs a set of comprehensive, objective and fair to meet the needs of the development of enterprises at the present stage. Finally, the effectiveness of the implementation of the new performance appraisal index system is predicted. The fourth part is the last chapter of this paper. The performance appraisal system based on the project manager responsibility system has the advantages of clear goal, strong operability and obvious incentive effect. However, there is still the problem of relying too much on the quantification of performance appraisal indicators. With the development of enterprises and the change of market environment, the determination and weight of performance indicators still need to be improved and optimized.
【學(xué)位授予單位】：中國地質(zhì)大學(xué)(北京)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F275

【參考文獻】

相關(guān)期刊論文 前3條

1 馬璐,黎志成;企業(yè)績效評價系統(tǒng)的創(chuàng)新與內(nèi)涵[J];武漢理工大學(xué)學(xué)報(信息與管理工程版);2004年04期

2 盧少華;;企業(yè)績效管理研究綜述[J];武漢理工大學(xué)學(xué)報(信息與管理工程版);2009年01期

3 張紅梅;劉磊;;以KPI為核心的部門績效考核設(shè)計——以廣東某新材料制造企業(yè)為例[J];中國人力資源開發(fā);2006年02期

相關(guān)博士學(xué)位論文 前1條

1 溫素彬;基于可持續(xù)發(fā)展的企業(yè)績效評價理論與方法研究[D];南京理工大學(xué);2005年

，

本文編號：1691116