HQ公司A仪器研制项目研发人员绩效考核体系研究
发布时间：2018-12-13 08:01
【摘要】：在高新技术企业中承担研发任务的研发人员一般情况下都具有很高的个人综合素质和一定的专业特长。研发人员的具有自主性和创造性的工作特性，但是他们的研发工作很难实现监督控制，所取得的工作成果也很难评价或者量化，这些员工大部分相比于对企业的忠诚，，他们更忠于自己的职业。为了解决高新技术研发型企业研发人员无法达到激励最优化、流动率高和工作不满意等问题，我们就必须首先解决如何将人力资源和行政管理部门相结合，以及怎样提高研发人员绩效考核效率的问题。 本文结合HQ公司在A仪器研制项目中的实际情况，针对项目中研发人员难以进行绩效考核的问题，首先进行HQ公司的人力资源分析，并在此基础上结合已有的平衡计分卡和KPI考核的相关理论，在HQ公司已有的绩效考核指标基础上，主要通过日常研发工作考核、专利申请绩效考核和项目申报绩效考核三大类指标，来指导建立公司在A仪器研制项目中对研发人员的绩效考核方案；然后，再根据A仪器研制项目在开发过程中的相关情况，对上述三大类指标考核方案的指标进行量化和细分，将三大类指标结合现有理论构建A仪器研制项目的绩效考核指标体系。从而使用这套优化后的绩效考核方案和指标体系激励研发人员，推动HQ公司在新技术开发中抢占前沿市场的长远战略。这种结合BSC和KPI考核理论构建研发人员考核体系和指标的过程，正说明HQ公司各级领导统一全体员工超公司长远目标进行努力的过程，也必将对项目研发人员起到更大的激励作用。 本文在BSC和KPI考核理论基础上，从HQ公司支持新技术开发的长远战略出发，构建了A仪器研制项目中对研发人员的考核和指标体系。本文的研发人员考核体系体现了对研发人员进行综合绩效考核的思想，通过对日常研发工作、专利申报绩效考核和项目申报绩效考核来综合评价研发人员的绩效，确保了考核研发人员和激励其更加主动努力工作的目的能够达到。
[Abstract]:The R & D personnel who undertake R & D tasks in high-tech enterprises generally have high personal comprehensive quality and certain specialties. R & D personnel have autonomy and creative work characteristics, but their R & D work is difficult to achieve supervision and control, and the results obtained are difficult to evaluate or quantify. Most of these employees are more than loyal to the enterprise. They are more loyal to their profession. In order to solve the problems that the R & D personnel of high-tech R & D enterprises cannot achieve the optimization of incentives, high turnover rate and unsatisfactory work, we must first solve how to combine human resources with administrative departments. And how to improve R & D personnel performance appraisal efficiency. In this paper, according to the actual situation of HQ Company in the A instrument development project, aiming at the problem that R & D personnel are difficult to evaluate the performance in the project, the human resource analysis of HQ Company is carried out first. On this basis, combined with the existing balanced scorecard and KPI assessment theory, on the basis of the existing performance appraisal index of HQ company, mainly through the daily research and development work assessment. Patent application performance evaluation and project declaration performance evaluation three categories of indicators to guide the establishment of the company in the A instrument development project performance appraisal program for R & D personnel; Then, according to the relevant situation of the A instrument development project in the development process, the indexes of the above three categories of indicators are quantified and subdivided. The performance evaluation index system of A instrument development project is constructed by combining three categories of indicators with existing theories. Therefore, the optimized performance appraisal scheme and index system are used to motivate the R & D staff and promote the long-term strategy of HQ Company to seize the frontier market in the development of new technology. This process of combining BSC and KPI assessment theory to construct the evaluation system and indicators of R & D personnel is an indication of the process of unifying all the employees at all levels of the HQ Company to make efforts over the company's long-term goals. It is also bound to project R & D personnel to play a greater incentive role. Based on the theory of BSC and KPI, and from the long-term strategy of HQ Company to support the development of new technology, this paper constructs the evaluation and index system of R & D personnel in the A instrument development project. The evaluation system of R & D personnel in this paper embodies the idea of comprehensive performance appraisal of R & D personnel. It comprehensively evaluates the performance of R & D personnel through the daily research and development work, the performance appraisal of patent declaration and the performance appraisal of project declaration. To ensure the assessment of R & D personnel and motivate them to work more actively can achieve.
【学位授予单位】：中国海洋大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.4;F273.1;F272.92
本文编号：2376198
[Abstract]:The R & D personnel who undertake R & D tasks in high-tech enterprises generally have high personal comprehensive quality and certain specialties. R & D personnel have autonomy and creative work characteristics, but their R & D work is difficult to achieve supervision and control, and the results obtained are difficult to evaluate or quantify. Most of these employees are more than loyal to the enterprise. They are more loyal to their profession. In order to solve the problems that the R & D personnel of high-tech R & D enterprises cannot achieve the optimization of incentives, high turnover rate and unsatisfactory work, we must first solve how to combine human resources with administrative departments. And how to improve R & D personnel performance appraisal efficiency. In this paper, according to the actual situation of HQ Company in the A instrument development project, aiming at the problem that R & D personnel are difficult to evaluate the performance in the project, the human resource analysis of HQ Company is carried out first. On this basis, combined with the existing balanced scorecard and KPI assessment theory, on the basis of the existing performance appraisal index of HQ company, mainly through the daily research and development work assessment. Patent application performance evaluation and project declaration performance evaluation three categories of indicators to guide the establishment of the company in the A instrument development project performance appraisal program for R & D personnel; Then, according to the relevant situation of the A instrument development project in the development process, the indexes of the above three categories of indicators are quantified and subdivided. The performance evaluation index system of A instrument development project is constructed by combining three categories of indicators with existing theories. Therefore, the optimized performance appraisal scheme and index system are used to motivate the R & D staff and promote the long-term strategy of HQ Company to seize the frontier market in the development of new technology. This process of combining BSC and KPI assessment theory to construct the evaluation system and indicators of R & D personnel is an indication of the process of unifying all the employees at all levels of the HQ Company to make efforts over the company's long-term goals. It is also bound to project R & D personnel to play a greater incentive role. Based on the theory of BSC and KPI, and from the long-term strategy of HQ Company to support the development of new technology, this paper constructs the evaluation and index system of R & D personnel in the A instrument development project. The evaluation system of R & D personnel in this paper embodies the idea of comprehensive performance appraisal of R & D personnel. It comprehensively evaluates the performance of R & D personnel through the daily research and development work, the performance appraisal of patent declaration and the performance appraisal of project declaration. To ensure the assessment of R & D personnel and motivate them to work more actively can achieve.
【学位授予单位】：中国海洋大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.4;F273.1;F272.92
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