JL公司IT項目人員績效管理研究
發(fā)布時間：2019-01-09 15:07
【摘要】：近年來隨著我國的信息化建設(shè)的推廣，，IT項目成功在企業(yè)管理中運用，給企業(yè)帶來了新的活力，顯著提高了企業(yè)管理和經(jīng)濟效益。然而，對于IT項目人員的績效考核卻一直沿用了大眾考核法與IT項目特征脫離，因而其引導(dǎo)作用有限，不利于項目人員積極性、主動性的養(yǎng)成。因此，建立基于能力要求的IT項目人員特征的績效考核體系，對企業(yè)的長遠發(fā)展和經(jīng)濟效益的提升具有十分重要的意義。 論文共分六個部分:第一部分闡述了論文的研究背景與意義、論文研究的目的與方法；第二部分介紹了國內(nèi)外相關(guān)研究的現(xiàn)狀，綜述了績效、績效管理概念以及績效考核的目的和原則，分析了幾種常用的績效考核方法和相關(guān)的激勵理論；第三部分對JL公司現(xiàn)有員工績效考核進行了描述，對其中存在的問題及原因進行了分析；第四部分構(gòu)建了JL公司IT項目人員績效考核方案，形成了由工作數(shù)量、工作質(zhì)量、工作進度、勞動紀律和安全五個一級指標(biāo)組成的績效考核指標(biāo)體系；從規(guī)范工作項目名稱，建立項目工時定額數(shù)據(jù)庫入手，制定績效考核實施細則；采用員工自評和主管領(lǐng)導(dǎo)審核評分相結(jié)合的考核方法；第五部分從高層領(lǐng)導(dǎo)的支持、人力資源部門的管理、方案動態(tài)調(diào)整、培訓(xùn)和激勵五個方面提出了JL公司IT項目人員績效考核方案實施的保障措施；最后，對本研究進行總結(jié)，提出了研究中的不足和未來研究展望。 本研究的重點是通過構(gòu)建IT項目人員量化績效考核方案，補充完善JL公司在IT項目人員績效管理工作中的不足。同時，也希望本文研究成果能夠豐富績效管理，為以后IT項目人員績效考核問題的研究提供借鑒。
[Abstract]:In recent years, with the popularization of information construction in our country, IT project has been successfully applied in enterprise management, which has brought new vitality to enterprises, and has significantly improved enterprise management and economic benefits. However, the performance evaluation of IT project personnel has been followed the popular assessment method and the characteristics of the IT project, so its guiding role is limited, which is not conducive to the enthusiasm of project personnel, initiative cultivation. Therefore, it is of great significance for the long-term development of enterprises and the promotion of economic benefits to establish a performance appraisal system based on the characteristics of IT project personnel. The thesis is divided into six parts: the first part describes the research background and significance of the paper, the purpose and methods of the paper; The second part introduces the current situation of relevant research at home and abroad, summarizes the performance, the concept of performance management and the purpose and principles of performance appraisal, analyzes several commonly used performance appraisal methods and relevant incentive theory; The third part describes the performance appraisal of existing employees in JL Company, and analyzes the existing problems and reasons. The fourth part constructs the performance appraisal scheme of IT project personnel of JL company, and forms the performance appraisal index system which consists of five primary indexes: work quantity, work quality, work progress, labor discipline and safety. Starting from standardizing the work item name and establishing the project man-hour quota database, the detailed rules of performance appraisal are formulated, and the assessment method combining employee self-evaluation with the supervisor's audit score is adopted. The fifth part puts forward the guarantee measures of JL IT project personnel performance appraisal scheme from five aspects: the support of senior leaders, the management of human resources department, the dynamic adjustment of the scheme, the training and the encouragement. Finally, this paper summarizes the research, puts forward the shortcomings and future research prospects. The focus of this study is to build a quantitative performance appraisal scheme for IT project personnel to complement the deficiencies of JL in the performance management of IT project personnel. At the same time, I hope the research results can enrich the performance management, and provide reference for the future research of IT project personnel performance evaluation.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.471;F270.7;F272.92
本文編號：2405786
[Abstract]:In recent years, with the popularization of information construction in our country, IT project has been successfully applied in enterprise management, which has brought new vitality to enterprises, and has significantly improved enterprise management and economic benefits. However, the performance evaluation of IT project personnel has been followed the popular assessment method and the characteristics of the IT project, so its guiding role is limited, which is not conducive to the enthusiasm of project personnel, initiative cultivation. Therefore, it is of great significance for the long-term development of enterprises and the promotion of economic benefits to establish a performance appraisal system based on the characteristics of IT project personnel. The thesis is divided into six parts: the first part describes the research background and significance of the paper, the purpose and methods of the paper; The second part introduces the current situation of relevant research at home and abroad, summarizes the performance, the concept of performance management and the purpose and principles of performance appraisal, analyzes several commonly used performance appraisal methods and relevant incentive theory; The third part describes the performance appraisal of existing employees in JL Company, and analyzes the existing problems and reasons. The fourth part constructs the performance appraisal scheme of IT project personnel of JL company, and forms the performance appraisal index system which consists of five primary indexes: work quantity, work quality, work progress, labor discipline and safety. Starting from standardizing the work item name and establishing the project man-hour quota database, the detailed rules of performance appraisal are formulated, and the assessment method combining employee self-evaluation with the supervisor's audit score is adopted. The fifth part puts forward the guarantee measures of JL IT project personnel performance appraisal scheme from five aspects: the support of senior leaders, the management of human resources department, the dynamic adjustment of the scheme, the training and the encouragement. Finally, this paper summarizes the research, puts forward the shortcomings and future research prospects. The focus of this study is to build a quantitative performance appraisal scheme for IT project personnel to complement the deficiencies of JL in the performance management of IT project personnel. At the same time, I hope the research results can enrich the performance management, and provide reference for the future research of IT project personnel performance evaluation.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.471;F270.7;F272.92
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