HQ公司A儀器研制項目研發(fā)人員績效考核體系研究
發(fā)布時間：2018-12-13 08:01
【摘要】：在高新技術(shù)企業(yè)中承擔(dān)研發(fā)任務(wù)的研發(fā)人員一般情況下都具有很高的個人綜合素質(zhì)和一定的專業(yè)特長。研發(fā)人員的具有自主性和創(chuàng)造性的工作特性，但是他們的研發(fā)工作很難實現(xiàn)監(jiān)督控制，所取得的工作成果也很難評價或者量化，這些員工大部分相比于對企業(yè)的忠誠，，他們更忠于自己的職業(yè)。為了解決高新技術(shù)研發(fā)型企業(yè)研發(fā)人員無法達到激勵最優(yōu)化、流動率高和工作不滿意等問題，我們就必須首先解決如何將人力資源和行政管理部門相結(jié)合，以及怎樣提高研發(fā)人員績效考核效率的問題。 本文結(jié)合HQ公司在A儀器研制項目中的實際情況，針對項目中研發(fā)人員難以進行績效考核的問題，首先進行HQ公司的人力資源分析，并在此基礎(chǔ)上結(jié)合已有的平衡計分卡和KPI考核的相關(guān)理論，在HQ公司已有的績效考核指標(biāo)基礎(chǔ)上，主要通過日常研發(fā)工作考核、專利申請績效考核和項目申報績效考核三大類指標(biāo)，來指導(dǎo)建立公司在A儀器研制項目中對研發(fā)人員的績效考核方案；然后，再根據(jù)A儀器研制項目在開發(fā)過程中的相關(guān)情況，對上述三大類指標(biāo)考核方案的指標(biāo)進行量化和細分，將三大類指標(biāo)結(jié)合現(xiàn)有理論構(gòu)建A儀器研制項目的績效考核指標(biāo)體系。從而使用這套優(yōu)化后的績效考核方案和指標(biāo)體系激勵研發(fā)人員，推動HQ公司在新技術(shù)開發(fā)中搶占前沿市場的長遠戰(zhàn)略。這種結(jié)合BSC和KPI考核理論構(gòu)建研發(fā)人員考核體系和指標(biāo)的過程，正說明HQ公司各級領(lǐng)導(dǎo)統(tǒng)一全體員工超公司長遠目標(biāo)進行努力的過程，也必將對項目研發(fā)人員起到更大的激勵作用。 本文在BSC和KPI考核理論基礎(chǔ)上，從HQ公司支持新技術(shù)開發(fā)的長遠戰(zhàn)略出發(fā)，構(gòu)建了A儀器研制項目中對研發(fā)人員的考核和指標(biāo)體系。本文的研發(fā)人員考核體系體現(xiàn)了對研發(fā)人員進行綜合績效考核的思想，通過對日常研發(fā)工作、專利申報績效考核和項目申報績效考核來綜合評價研發(fā)人員的績效，確保了考核研發(fā)人員和激勵其更加主動努力工作的目的能夠達到。
[Abstract]:The R & D personnel who undertake R & D tasks in high-tech enterprises generally have high personal comprehensive quality and certain specialties. R & D personnel have autonomy and creative work characteristics, but their R & D work is difficult to achieve supervision and control, and the results obtained are difficult to evaluate or quantify. Most of these employees are more than loyal to the enterprise. They are more loyal to their profession. In order to solve the problems that the R & D personnel of high-tech R & D enterprises cannot achieve the optimization of incentives, high turnover rate and unsatisfactory work, we must first solve how to combine human resources with administrative departments. And how to improve R & D personnel performance appraisal efficiency. In this paper, according to the actual situation of HQ Company in the A instrument development project, aiming at the problem that R & D personnel are difficult to evaluate the performance in the project, the human resource analysis of HQ Company is carried out first. On this basis, combined with the existing balanced scorecard and KPI assessment theory, on the basis of the existing performance appraisal index of HQ company, mainly through the daily research and development work assessment. Patent application performance evaluation and project declaration performance evaluation three categories of indicators to guide the establishment of the company in the A instrument development project performance appraisal program for R & D personnel; Then, according to the relevant situation of the A instrument development project in the development process, the indexes of the above three categories of indicators are quantified and subdivided. The performance evaluation index system of A instrument development project is constructed by combining three categories of indicators with existing theories. Therefore, the optimized performance appraisal scheme and index system are used to motivate the R & D staff and promote the long-term strategy of HQ Company to seize the frontier market in the development of new technology. This process of combining BSC and KPI assessment theory to construct the evaluation system and indicators of R & D personnel is an indication of the process of unifying all the employees at all levels of the HQ Company to make efforts over the company's long-term goals. It is also bound to project R & D personnel to play a greater incentive role. Based on the theory of BSC and KPI, and from the long-term strategy of HQ Company to support the development of new technology, this paper constructs the evaluation and index system of R & D personnel in the A instrument development project. The evaluation system of R & D personnel in this paper embodies the idea of comprehensive performance appraisal of R & D personnel. It comprehensively evaluates the performance of R & D personnel through the daily research and development work, the performance appraisal of patent declaration and the performance appraisal of project declaration. To ensure the assessment of R & D personnel and motivate them to work more actively can achieve.
【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.4;F273.1;F272.92
本文編號：2376198
[Abstract]:The R & D personnel who undertake R & D tasks in high-tech enterprises generally have high personal comprehensive quality and certain specialties. R & D personnel have autonomy and creative work characteristics, but their R & D work is difficult to achieve supervision and control, and the results obtained are difficult to evaluate or quantify. Most of these employees are more than loyal to the enterprise. They are more loyal to their profession. In order to solve the problems that the R & D personnel of high-tech R & D enterprises cannot achieve the optimization of incentives, high turnover rate and unsatisfactory work, we must first solve how to combine human resources with administrative departments. And how to improve R & D personnel performance appraisal efficiency. In this paper, according to the actual situation of HQ Company in the A instrument development project, aiming at the problem that R & D personnel are difficult to evaluate the performance in the project, the human resource analysis of HQ Company is carried out first. On this basis, combined with the existing balanced scorecard and KPI assessment theory, on the basis of the existing performance appraisal index of HQ company, mainly through the daily research and development work assessment. Patent application performance evaluation and project declaration performance evaluation three categories of indicators to guide the establishment of the company in the A instrument development project performance appraisal program for R & D personnel; Then, according to the relevant situation of the A instrument development project in the development process, the indexes of the above three categories of indicators are quantified and subdivided. The performance evaluation index system of A instrument development project is constructed by combining three categories of indicators with existing theories. Therefore, the optimized performance appraisal scheme and index system are used to motivate the R & D staff and promote the long-term strategy of HQ Company to seize the frontier market in the development of new technology. This process of combining BSC and KPI assessment theory to construct the evaluation system and indicators of R & D personnel is an indication of the process of unifying all the employees at all levels of the HQ Company to make efforts over the company's long-term goals. It is also bound to project R & D personnel to play a greater incentive role. Based on the theory of BSC and KPI, and from the long-term strategy of HQ Company to support the development of new technology, this paper constructs the evaluation and index system of R & D personnel in the A instrument development project. The evaluation system of R & D personnel in this paper embodies the idea of comprehensive performance appraisal of R & D personnel. It comprehensively evaluates the performance of R & D personnel through the daily research and development work, the performance appraisal of patent declaration and the performance appraisal of project declaration. To ensure the assessment of R & D personnel and motivate them to work more actively can achieve.
【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.4;F273.1;F272.92
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