本文選題：研發(fā)人員　切入點(diǎn)：績(jī)效考核體系　出處：《寧波大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：改革開放30多年以來(lái)，中國(guó)的經(jīng)濟(jì)取得了高速的發(fā)展，制造業(yè)也得到了飛速的發(fā)展，但是中國(guó)的眾多制造業(yè)企業(yè)沒有自己的核心技術(shù)和品牌，僅僅是作為代工工廠，根據(jù)“微笑曲線”理論，技術(shù)、專利以及品牌、服務(wù)獲利最高，組裝、制造獲利最低。因此要讓中國(guó)制造轉(zhuǎn)變?yōu)橹袊?guó)創(chuàng)造，企業(yè)必須要重視產(chǎn)品的創(chuàng)新與研發(fā)。如何對(duì)研發(fā)人員進(jìn)行績(jī)效考核，如何提高研發(fā)人員的工作熱情與創(chuàng)造激情，是我們的制造企業(yè)人力資源管理一個(gè)非常重要的研究課題。 本文首先對(duì)績(jī)效考核理論進(jìn)行深入的研究與分析，對(duì)常用的績(jī)效考核方法，，如：360度評(píng)估法、關(guān)鍵績(jī)效指標(biāo)法、目標(biāo)法、平衡記分卡法進(jìn)行了深入的理論研究，其次對(duì)柯力公司現(xiàn)有的研發(fā)人員績(jī)效考核現(xiàn)狀進(jìn)行了分析，找出柯力公司現(xiàn)有的360度評(píng)估法存在的的不足和缺陷，發(fā)現(xiàn)柯力公司現(xiàn)有的績(jī)效考核體系在考核方式、考核周期、考核人、考核指標(biāo)等都存在一些不合理之處。針對(duì)柯力公司現(xiàn)有的績(jī)效考核體系存在的問(wèn)題，對(duì)柯力公司現(xiàn)有的績(jī)效考核體系進(jìn)行重新設(shè)計(jì)，結(jié)合柯力公司的企業(yè)發(fā)展戰(zhàn)略與經(jīng)營(yíng)方向，將柯力公司的企業(yè)發(fā)展戰(zhàn)略通過(guò)層層分解為研發(fā)人員的關(guān)鍵績(jī)效考核指標(biāo)——KPI考核指標(biāo)。同時(shí)對(duì)柯力的研發(fā)人員進(jìn)行訪談和填寫調(diào)查表，確定柯力研發(fā)人員的各項(xiàng)KPI考核指標(biāo)的權(quán)重。同時(shí)結(jié)合360度評(píng)估法，對(duì)柯力研發(fā)人員績(jī)效考核體系重新設(shè)計(jì)采取360度評(píng)估法和KPI指標(biāo)法相結(jié)合的考核方式，最后建立起新的績(jī)效考核體系。 本文的創(chuàng)新點(diǎn)在于采用360度評(píng)估法與結(jié)合企業(yè)發(fā)展戰(zhàn)略和經(jīng)營(yíng)方向選取KPI考核指標(biāo)相結(jié)合的方式，最后采用被考核人員填寫調(diào)查表對(duì)KPI考核指標(biāo)的權(quán)重進(jìn)行評(píng)分的方法，從而建立起一套科學(xué)合理的研發(fā)人員績(jī)效考核體系。
[Abstract]:Since the reform and opening up for more than 30 years, China's economy has made rapid development, and the manufacturing industry has also achieved rapid development. However, many manufacturing enterprises in China have no core technology and brand of their own, only as a contract factory. According to the "smile curve" theory, technology, patents, and brands, services are the most profitable, assembly and manufacturing are the least profitable. Enterprises must attach importance to product innovation and R & D. How to evaluate the performance of R & D personnel and how to improve the enthusiasm and creative passion of R & D staff is a very important research topic in human resource management of our manufacturing enterprises. In this paper, firstly, the theory of performance appraisal is deeply studied and analyzed, and the commonly used performance appraisal methods, such as: 360-degree evaluation method, key performance index method, objective method, balanced scorecard method, are studied deeply. Secondly, this paper analyzes the current situation of R & D personnel performance appraisal in Kree Company, finds out the shortcomings and defects of the 360 degree evaluation method, and finds out that the existing performance appraisal system of Kree Company is in the mode and cycle of performance appraisal. There are some unreasonable places such as examiner, appraisal index and so on. Aiming at the problems existing in the existing performance appraisal system of Kree Company, the existing performance appraisal system of Kree Company is redesigned. Combined with the development strategy and management direction of Kree Company, The enterprise development strategy of Kree Company is decomposed into the key performance appraisal index of R & D personnel, KPI evaluation index. At the same time, the R & D personnel of Kree are interviewed and questionnaires are filled out. To determine the weight of various KPI assessment indexes of Kree R & D personnel. At the same time, combined with the 360-degree evaluation method, the re-design of the Kree R & D personnel performance appraisal system is based on the combination of 360-degree evaluation method and KPI index method. Finally, a new performance appraisal system is established. The innovation of this paper lies in the combination of 360-degree evaluation method and the combination of enterprise development strategy and management direction to select the KPI assessment index. Finally, the evaluation personnel fill in the questionnaire to score the weight of the KPI assessment index. Thus establish a set of scientific and reasonable R & D personnel performance appraisal system.
【學(xué)位授予單位】：寧波大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F416.4

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