A装备研究所绩效管理体系优化设计研究

发布时间：2018-09-04 09:21

【摘要】：随着中国市场经济体制的逐步建立,国家的科技管理体制改革不断深入,特别是近年来针对国防科研院所向企业化转制工作的逐步推进,使国防科研院所逐渐以独立的市场主体身份参与市场竞争中来,军工产品从计划经济逐步走向市场,随之而来的是国家对科研院所的优惠政策逐步取消。为了尽快适应这种体制变化,肩负国防军用产品科研与生产任务的国防军工科研院所必须与时俱进,加快改变传统的经营模式,走市场化的道路,参与到日趋激烈的市场竞争中去。为了适应这一变化,军工科研院所必须基于战略层面做出快速反应,及时调整发展模式,加快转型升级,以保持高绩效增长,才能在竞争中赢得优势。而出身于传统事业单位的A装备研究所的发展模式、体制机制、管理体系中绩效管理体系等方面却相对不够完善,还不能完全适应发展的需要。因此,为了保证国防建设工作的顺利开展以及研究所自身的发展,优化绩效管理体系势在必行。本文在相关人力资源管理理论的指导下,以学习实践科学发展观活动为契机,深入基层,广泛调研,对A装备研究所的绩效管理体系现状进行研究,分析总结出现行管理体系存在的问题及原因,在对研究所军工科研工作以及工作人员的特点进行归纳总结的基础上,按照以人为本的基本原则制定出优化措施。本文在研究工作中调研了某航天集团公司、某核工业集团公司等下属单位的相关措施,结合作者在该装备研究所负责人力资源管理工作的实际,探索制定科学、合理有效的绩效管理体系的优化措施,力争使该绩效管理体系具备一定的理论高度,也有广泛的群众基础,具有较强的针对性和可行性,通过该体系的实施希望不仅对该研究所,而且对其它军工科研院所的绩效管理体系的优化设计有一定的现实意义和参考价值。
[Abstract]:With the gradual establishment of China's market economy system, the reform of the country's science and technology management system has been deepened, especially in recent years, in view of the gradual advancement of the national defense scientific research institutes to the enterprise transformation work. The national defense research institutes gradually participate in the market competition as an independent market subject, and the military industrial products gradually move from the planned economy to the market, followed by the gradual cancellation of the preferential policies of the state to the scientific research institutes. In order to adapt to this structural change as soon as possible, the national defense military research institutes shouldering the task of scientific research and production of the products of the National Defence Force must keep pace with the times, accelerate the change of the traditional business model and take the road of marketization. Take part in the increasingly fierce market competition. In order to adapt to this change, military research institutes must make rapid response based on the strategic level, adjust the development mode in time, speed up the transformation and upgrade, so as to maintain the high performance growth, in order to win the advantage in the competition. However, the development model, system mechanism and performance management system of A equipment Research Institute, which comes from traditional institutions, are not perfect enough to meet the needs of development. Therefore, in order to ensure the smooth development of national defense construction and the development of the Institute itself, it is imperative to optimize the performance management system. Under the guidance of the relevant human resource management theory, this paper studies the present situation of the performance management system of A equipment Research Institute, taking the opportunity of learning and practicing the scientific development view as an opportunity to go deep into the grass roots and investigate extensively. The problems and reasons of the current management system are analyzed and summarized. On the basis of summing up the characteristics of the research work and the staff of the military industry in the institute, the optimization measures are formulated according to the basic principle of "people-oriented". In this paper, we have investigated the relevant measures of some subsidiary units, such as a spaceflight group company, a nuclear industry group company, and so on, combined with the fact that the author is in charge of human resources management work in the equipment research institute, and explored the establishment of science. Reasonable and effective performance management system optimization measures, strive to make the performance management system has a certain theoretical height, but also has a broad mass base, with strong pertinence and feasibility, Through the implementation of the system, it is hoped that it will be of practical significance and reference value to the optimization design of the performance management system not only for the research institute, but also for other military research institutes.
【学位授予单位】：南京理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.48

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