汽车行业研发部门绩效研究

发布时间：2018-06-19 11:45

本文选题：绩效评价 + 研发人员　；参考：《吉林大学》2013年硕士论文

【摘要】：近几年的时间内汽车行业迅速升温，中国的市场迅速发展，中国的汽车越来越得到国内以及国际消费者的认可。那么出现这样可观的市场现象我们有必要研究一下如此受欢迎的汽车行业背后，支撑这个市场的相关研发人员的情况，也就是在这个激烈的市场环境下，汽车行业的核心竞争力——研发部门、研发团队以及研发人员归根结底就是最宝贵的资源了，这些特殊群体的绩效评价不进关系到他们本身的工资、晋升、培训等等，还关系到企业能否留住或者吸纳更多的重要人才，所以可见企业采取什么样的绩效评价体系的重要性。在这个知识型的社会中，研发部门、研发团队以及研发人员作为知识型员工出现在这个群体中，他们越来越受到企业的重视，那么他们是为企业持续提供创新性的资源，既然受到企业的重视，那么就必须提高自身的核心竞争力，不断提高研发人员的个人绩效、团队绩效、以及整个研发部门的绩效，甚至是企业的整体绩效。本文就是在前人的对研发人员绩效评价的研究的基础上，对其进行一定的优化和完善，为研发人员绩效的提高、能力的提升等等提供一定的基础。首先本文介绍了相关的理论知识，在理论知识的基础上通过阅读大量的文献和一定的调研活动，得到现在国内外对汽车行业研发部门绩效评价体系的状况总结，归纳出这些现状的基础上寻找相应的原因所在；第二，根据研发部门、研发团队以及研发人员这样的特殊群体的特点，制作出需要调查的问题进行向相关的专家问询，通过问询和头脑风暴的方法得到对他们进行评价的指标体系；第三，在前面内容的基础上提出对研发人员绩效考核的整体模型，然后根据这些考核指标的相对重要性，本文使用层次分析法对这些指标进行权重的计算，，使得这个体系更加具有科学性；最后本文给出了在实施这个绩效评价体系的过程中应该注意的一些问题，以便实施过程的顺利进行。
[Abstract]:In recent years, the auto industry has heated up rapidly, the Chinese market has developed rapidly, and the Chinese auto industry has gained more and more recognition from domestic and international consumers. Well, it is necessary for us to study the situation of the relevant R & D personnel supporting this market behind such a popular automobile industry, that is, in this fierce market environment. The core competitiveness of the automotive industry-R & D departments, R & D teams and R & D personnel are, in the final analysis, the most valuable resources. The performance evaluation of these special groups is not related to their own wages, promotions, training, etc. It is also related to whether the enterprise can retain or absorb more important talents, so we can see the importance of the performance evaluation system. In this knowledge-based society, R & D departments, R & D teams and R & D personnel appear in this group as knowledge workers, and they are increasingly valued by enterprises, so they are providing innovative resources for enterprises on a continuous basis. Since it is valued by the enterprise, it is necessary to improve its core competitiveness, improve the personal performance of R & D personnel, team performance, as well as the performance of the entire R & D department, even the overall performance of the enterprise. Based on the previous research on R & D personnel performance evaluation, this paper optimizes and perfects it to provide a certain basis for the improvement of R & D personnel performance and ability. First of all, this paper introduces the relevant theoretical knowledge, on the basis of theoretical knowledge, through reading a large number of literature and certain research activities, we can get a summary of the current domestic and foreign research and development department performance evaluation system. According to the characteristics of special groups such as R & D department, R & D team and R & D personnel, the author makes the questions that need to be investigated to inquire into the relevant experts. Through the methods of inquiry and brainstorming, the index system of evaluating them is obtained. Thirdly, the overall model of performance appraisal of R & D personnel is put forward on the basis of the previous contents, and then according to the relative importance of these assessment indicators, This paper uses analytic hierarchy process to calculate the weights of these indicators, which makes the system more scientific. Finally, this paper gives some problems that should be paid attention to in the process of implementing the performance evaluation system. In order to implement the process smoothly.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.471

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