CI软件公司R&D人员绩效考核体系设计毕业
2015-07-30 01:12
导读：计算机论文论文，CI软件公司R&D人员绩效考核体系设计毕业论文样本，在线游览或下载，科教论文网海量论文供你参考： 技术创新是软件企业生存和发展的基础，R&D人员是软件企业中最活
技术创新是软件企业生存和发展的基础，R&D人员是软件企业中最活跃的核心资源，是企业技术创新的源泉和发展的关键，是企业核心竞争力的体现。这部分人的绩效考核不仅关系到他们的薪酬、调迁、升降、奖惩等，也决定了企业吸引、保留、激励研发技术人才的能力，从而从根本上决定了软件企业的核心竞争力并最终决定了企业的兴衰。
由于软件企业的管理者对绩效考核的概念、目的和意义等理解不够准确，在对员工进行绩效考核时容易产生误差，不注重对考核对象的工作分析、绩效结果的反馈，使绩效考核的效果受到影响。尤其是R&D人员及其工作的特点决定了对其考核有更大的难度。本文以一家软件公司一C1公司R&D人员绩效考核问题为研究方向，以对R&D人员的特点分析为切入点，针对公司绩效考核制度不完善，绩效水平不高的关键问题，以人力资本及绩效考核的相关理论为指导，基于对R&D人员的工作分析，结合关键绩效指标法，平衡计分卡、 360度反馈评价体系等理论，对CI公司R&D人员绩效考核系统进行了重新设计。本文主要采用
层次分析法与专家意见法确定指标的权重。并对其考核周期、考核指标和权重等
提出了一些建议。
本文的研究成果，对CI公司完善绩效管理、提升公司研发水平具有重要的参考和实践价值，同时也为软件行业其他企业如何构建、完善绩效考核系统提供了一个可以借鉴的案例。
Abstract
With technological innovation as the basis of the existence and development of the software enterprises, R&D employees are considered as the most active core resource, the critical point of development and technological innovation, and the core competitiveness in software companies. Performance evaluation on them not only influences their salaries, promotion, rewards and punishment, but also determines company's ability of attracting, holding and encouraging R&D talents, which can affect the core competitiveness and future of software companies.
大学排名
The performance evaluation may be spoiled when managers have an inaccurate understanding of the concept, purpose and significance of Performance evaluation or pay insufficient attention to feed back evaluation results. What's worse, the difficulties of Performance evaluation will be greatly increased when it comes to R&D employees due to its characteristics. Based on relevant theories of human resource and Performance evaluation, the paper gives an analysis of the characteristics of R&D employees and redesigns the Performance evaluation system of R&D employees of CI Software Company by the method of key Performance index, equation scorecard, and 360 feedback evaluation systems. What's more, suggestions are given to the evaluation cycle, evaluation indexes and weight, which are determined through AHP and expert .evaluation.
The paper is of great value for perfecting performance management and enhancing R&D level of CI Company and can also be used as
reference to establish and perfect performance evaluation system for other software enterprises.
目录
1导论..........................................................................................................................1
选题背景与意义.............................................................................................1
研究内容与方法.........................................................................2
，土勺一
11 1.1
1.3研究思路与框架结构.....................................................................2
1.4主要贡献.........................................................................................................3
2绩效考核相关理论综述...........................................................................................4
（科教论文网 Lw.nsEAc.com编辑整理） 2.1绩效的基本概念.............................................................................................4
2.2绩效考核的基本概念.....................................................................................J
2.3绩效考核理论基础与常用方法….....:............................................................6
2.4绩效考核的意义...........................................................................................10
5.J软件企业R&D人员概述.............................................................................10
2.6我国软件企业R&D绩效考核现状与问题分析.........................................13
3 CI公司R&D人员绩效考核体系现状...................................................................17
3.1西安CI软件有限公司概况.........................................................................17
3.? CI公司人力资源管理现状..........................................................................20
3.3 CI公司R&D人员绩效考核现状................................................................20
3.4 CI公司R&D人员绩效考核存在问题........................................................24
3.5存在问题的原因分析...................................................................................25
4 CI公司R&D人员绩效考核体系设计思路与方案...............................................30
4.1考核体系设计思路…....................................................................................30
4.2绩效考核基础工作.......................................................................................31
4.3绩效考核指标体系具体设计方案...............................................................37
（科教论文网 lw.nseaC.Com编辑发布）
4.4考核评分标准范例.......................................................................................54
4.5考核结果的运用...........................................................................................55
5绩效考核体系支持保障措施.................................................................................. 56
5.1改善绩效考核基础环境...............................................................................56
5.2建立与绩效评估相关的技术等级制度.......................................................56
5.3建立具有激励作用的薪酬体系，..................................................................57
