本文關(guān)鍵詞： 績(jī)效管理 研發(fā) 醫(yī)藥企業(yè)　出處：《北京工業(yè)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：21世紀(jì)的企業(yè)競(jìng)爭(zhēng)已不再是產(chǎn)品價(jià)格、功能、服務(wù)等的低端競(jìng)爭(zhēng)，更體現(xiàn)在企業(yè)對(duì)于人力資源的爭(zhēng)奪。醫(yī)藥研發(fā)企業(yè)要想在新的挑戰(zhàn)中立于不敗之地，就必須突破傳統(tǒng)的人力資源管理模式，增強(qiáng)現(xiàn)代績(jī)效管理意識(shí)，建立有效的績(jī)效考核體系，以帶動(dòng)企業(yè)經(jīng)營(yíng)績(jī)效的改善。 本文首先系統(tǒng)闡述了績(jī)效管理理論和方法的同時(shí)，，詳盡闡述了醫(yī)藥研發(fā)企業(yè)特點(diǎn)，醫(yī)藥研發(fā)企業(yè)的研發(fā)周期長(zhǎng)，研發(fā)環(huán)節(jié)多并具有很大的不確定性。分析了當(dāng)今醫(yī)藥研發(fā)企業(yè)存在的普遍問題，深入挖掘了其深層次的原因。本文采用理論研究和應(yīng)用研究相結(jié)合的方法，主要通過文獻(xiàn)資料法、經(jīng)驗(yàn)總結(jié)法、案例研究發(fā)、調(diào)查問卷法等組織行為學(xué)的研究方法來對(duì)醫(yī)藥研發(fā)企業(yè)績(jī)效管理進(jìn)行研究，堅(jiān)持定性分析和定量測(cè)算相結(jié)合。接著，筆者以S公司研究院為例，分析了該公司研發(fā)績(jī)效管理中存在的問題，結(jié)合S公司的戰(zhàn)略目標(biāo)、業(yè)務(wù)和特點(diǎn)，提出了醫(yī)藥研發(fā)企業(yè)績(jī)效考核體系的改進(jìn)對(duì)策，運(yùn)用KPI建立績(jī)效管理模型，設(shè)計(jì)出符合企業(yè)特點(diǎn)、科學(xué)有效、切實(shí)可行的績(jī)效管理體系。 本文認(rèn)為績(jī)效管理的實(shí)施不僅能及時(shí)激勵(lì)表現(xiàn)好的員工，也能對(duì)懶惰的員工給予監(jiān)督，充分發(fā)掘員工的優(yōu)勢(shì)和潛力�？�(jī)效管理作為一種有效的企業(yè)管理手段,在評(píng)價(jià)與激勵(lì)員工,增強(qiáng)企業(yè)活力和競(jìng)爭(zhēng)力,促進(jìn)企業(yè)發(fā)展和提高企業(yè)市場(chǎng)地位等,發(fā)揮著至關(guān)重要的作用。建立符合企業(yè)特點(diǎn)、科學(xué)有效、切實(shí)可行的績(jī)效管理體系無(wú)疑對(duì)企業(yè)的快速發(fā)展起到巨大的推動(dòng)作用。
[Abstract]:In 21th century, the enterprise competition is no longer the low-end competition of product price, function, service and so on. Therefore, it is necessary to break through the traditional human resource management mode, strengthen the consciousness of modern performance management, and establish an effective performance appraisal system in order to promote the improvement of business performance. In this paper, the theory and methods of performance management are systematically expounded, and the characteristics of pharmaceutical R & D enterprises are described in detail, and the R & D cycle of pharmaceutical R & D enterprises is long. This paper analyzes the common problems existing in the pharmaceutical R & D enterprises nowadays, and excavates the deep reasons for them. This paper adopts the method of combining the theoretical research with the applied research. Mainly through the literature method, experience summary method, case study, questionnaire and other organizational behavior research methods to study the performance management of pharmaceutical R & D enterprises, adhere to the combination of qualitative analysis and quantitative measurement. Taking S Company Research Institute as an example, the author analyzes the problems existing in R & D performance management of S Company, and puts forward the improvement countermeasures of the performance appraisal system of pharmaceutical R & D enterprises in combination with the strategic objectives, business and characteristics of S Company. The performance management model is established by using KPI, and a scientific, effective and feasible performance management system is designed according to the characteristics of the enterprise. This paper holds that the implementation of performance management can not only motivate the employees who perform well in time, but also supervise the lazy employees, and fully explore the advantages and potential of the employees. Performance management is an effective means of enterprise management. It plays an important role in evaluating and encouraging employees, enhancing the vitality and competitiveness of enterprises, promoting the development of enterprises and improving the market position of enterprises, etc. Practical performance management system undoubtedly plays a huge role in promoting the rapid development of enterprises.
【學(xué)位授予單位】：北京工業(yè)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;F299.233.4

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