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JL公司IT项目人员绩效管理研究

发布时间:2019-01-09 15:07
【摘要】:近年来随着我国的信息化建设的推广,,IT项目成功在企业管理中运用,给企业带来了新的活力,显著提高了企业管理和经济效益。然而,对于IT项目人员的绩效考核却一直沿用了大众考核法与IT项目特征脱离,因而其引导作用有限,不利于项目人员积极性、主动性的养成。因此,建立基于能力要求的IT项目人员特征的绩效考核体系,对企业的长远发展和经济效益的提升具有十分重要的意义。 论文共分六个部分:第一部分阐述了论文的研究背景与意义、论文研究的目的与方法;第二部分介绍了国内外相关研究的现状,综述了绩效、绩效管理概念以及绩效考核的目的和原则,分析了几种常用的绩效考核方法和相关的激励理论;第三部分对JL公司现有员工绩效考核进行了描述,对其中存在的问题及原因进行了分析;第四部分构建了JL公司IT项目人员绩效考核方案,形成了由工作数量、工作质量、工作进度、劳动纪律和安全五个一级指标组成的绩效考核指标体系;从规范工作项目名称,建立项目工时定额数据库入手,制定绩效考核实施细则;采用员工自评和主管领导审核评分相结合的考核方法;第五部分从高层领导的支持、人力资源部门的管理、方案动态调整、培训和激励五个方面提出了JL公司IT项目人员绩效考核方案实施的保障措施;最后,对本研究进行总结,提出了研究中的不足和未来研究展望。 本研究的重点是通过构建IT项目人员量化绩效考核方案,补充完善JL公司在IT项目人员绩效管理工作中的不足。同时,也希望本文研究成果能够丰富绩效管理,为以后IT项目人员绩效考核问题的研究提供借鉴。
[Abstract]:In recent years, with the popularization of information construction in our country, IT project has been successfully applied in enterprise management, which has brought new vitality to enterprises, and has significantly improved enterprise management and economic benefits. However, the performance evaluation of IT project personnel has been followed the popular assessment method and the characteristics of the IT project, so its guiding role is limited, which is not conducive to the enthusiasm of project personnel, initiative cultivation. Therefore, it is of great significance for the long-term development of enterprises and the promotion of economic benefits to establish a performance appraisal system based on the characteristics of IT project personnel. The thesis is divided into six parts: the first part describes the research background and significance of the paper, the purpose and methods of the paper; The second part introduces the current situation of relevant research at home and abroad, summarizes the performance, the concept of performance management and the purpose and principles of performance appraisal, analyzes several commonly used performance appraisal methods and relevant incentive theory; The third part describes the performance appraisal of existing employees in JL Company, and analyzes the existing problems and reasons. The fourth part constructs the performance appraisal scheme of IT project personnel of JL company, and forms the performance appraisal index system which consists of five primary indexes: work quantity, work quality, work progress, labor discipline and safety. Starting from standardizing the work item name and establishing the project man-hour quota database, the detailed rules of performance appraisal are formulated, and the assessment method combining employee self-evaluation with the supervisor's audit score is adopted. The fifth part puts forward the guarantee measures of JL IT project personnel performance appraisal scheme from five aspects: the support of senior leaders, the management of human resources department, the dynamic adjustment of the scheme, the training and the encouragement. Finally, this paper summarizes the research, puts forward the shortcomings and future research prospects. The focus of this study is to build a quantitative performance appraisal scheme for IT project personnel to complement the deficiencies of JL in the performance management of IT project personnel. At the same time, I hope the research results can enrich the performance management, and provide reference for the future research of IT project personnel performance evaluation.
【学位授予单位】:南昌大学
【学位级别】:硕士
【学位授予年份】:2014
【分类号】:F426.471;F270.7;F272.92

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