柯力研发人员绩效考核体系的研究

发布时间：2018-03-08 23:33

本文选题：研发人员　切入点：绩效考核体系　出处：《宁波大学》2014年硕士论文　论文类型：学位论文

【摘要】：改革开放30多年以来，中国的经济取得了高速的发展，制造业也得到了飞速的发展，但是中国的众多制造业企业没有自己的核心技术和品牌，仅仅是作为代工工厂，根据“微笑曲线”理论，技术、专利以及品牌、服务获利最高，组装、制造获利最低。因此要让中国制造转变为中国创造，企业必须要重视产品的创新与研发。如何对研发人员进行绩效考核，如何提高研发人员的工作热情与创造激情，是我们的制造企业人力资源管理一个非常重要的研究课题。本文首先对绩效考核理论进行深入的研究与分析，对常用的绩效考核方法，，如：360度评估法、关键绩效指标法、目标法、平衡记分卡法进行了深入的理论研究，其次对柯力公司现有的研发人员绩效考核现状进行了分析，找出柯力公司现有的360度评估法存在的的不足和缺陷，发现柯力公司现有的绩效考核体系在考核方式、考核周期、考核人、考核指标等都存在一些不合理之处。针对柯力公司现有的绩效考核体系存在的问题，对柯力公司现有的绩效考核体系进行重新设计，结合柯力公司的企业发展战略与经营方向，将柯力公司的企业发展战略通过层层分解为研发人员的关键绩效考核指标——KPI考核指标。同时对柯力的研发人员进行访谈和填写调查表，确定柯力研发人员的各项KPI考核指标的权重。同时结合360度评估法，对柯力研发人员绩效考核体系重新设计采取360度评估法和KPI指标法相结合的考核方式，最后建立起新的绩效考核体系。本文的创新点在于采用360度评估法与结合企业发展战略和经营方向选取KPI考核指标相结合的方式，最后采用被考核人员填写调查表对KPI考核指标的权重进行评分的方法，从而建立起一套科学合理的研发人员绩效考核体系。
[Abstract]:Since the reform and opening up for more than 30 years, China's economy has made rapid development, and the manufacturing industry has also achieved rapid development. However, many manufacturing enterprises in China have no core technology and brand of their own, only as a contract factory. According to the "smile curve" theory, technology, patents, and brands, services are the most profitable, assembly and manufacturing are the least profitable. Enterprises must attach importance to product innovation and R & D. How to evaluate the performance of R & D personnel and how to improve the enthusiasm and creative passion of R & D staff is a very important research topic in human resource management of our manufacturing enterprises. In this paper, firstly, the theory of performance appraisal is deeply studied and analyzed, and the commonly used performance appraisal methods, such as: 360-degree evaluation method, key performance index method, objective method, balanced scorecard method, are studied deeply. Secondly, this paper analyzes the current situation of R & D personnel performance appraisal in Kree Company, finds out the shortcomings and defects of the 360 degree evaluation method, and finds out that the existing performance appraisal system of Kree Company is in the mode and cycle of performance appraisal. There are some unreasonable places such as examiner, appraisal index and so on. Aiming at the problems existing in the existing performance appraisal system of Kree Company, the existing performance appraisal system of Kree Company is redesigned. Combined with the development strategy and management direction of Kree Company, The enterprise development strategy of Kree Company is decomposed into the key performance appraisal index of R & D personnel, KPI evaluation index. At the same time, the R & D personnel of Kree are interviewed and questionnaires are filled out. To determine the weight of various KPI assessment indexes of Kree R & D personnel. At the same time, combined with the 360-degree evaluation method, the re-design of the Kree R & D personnel performance appraisal system is based on the combination of 360-degree evaluation method and KPI index method. Finally, a new performance appraisal system is established. The innovation of this paper lies in the combination of 360-degree evaluation method and the combination of enterprise development strategy and management direction to select the KPI assessment index. Finally, the evaluation personnel fill in the questionnaire to score the weight of the KPI assessment index. Thus establish a set of scientific and reasonable R & D personnel performance appraisal system.
【学位授予单位】：宁波大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F416.4

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