本文,作者通过对YH公司研发部现有绩效考核方案的分析,发现YH公司目前的一
些不规范的考核管理制度恰恰降低了研发人员对于企业的忠诚度,导致大量高学历、
有技术、有思想的研发人员的频繁流失,企业新产品推出少,产品技术提升慢,这对
于一个正处于上升期的企业是非常不利的。为改善YH公司旧有绩效考核中存在的一
系列问题,作者经过为期两月的调查,通过和人力资源部负责人谈话得知YH公司薪
酬策略沟通、岗位评价、绩效考核总体情况,详细研究并实地体验了 YH公司研发部
绩效体系,作者在学习和借鉴前人优秀的研究文献和理论成果基础上,通过对现有人
员的科学考核和配套改革,改进并建立起一套规范、完善、合理、操作性强的新型薪
酬考核方案,达到充分激发研发人员创新和研发的替能,使YH公司能够充分发挥核
心部门研发部的作用,尽快实现公司做强做大的目标。同时,也希望通过对YH公司
研发部绩效考核研究给其他同类型的高科技企业借鉴,特别是国内生物酶制剂企业,
以提升我国生物技术水平在国际上的地位
关键词:绩效考核;研发人员;改进研究
I Research on performance evaluation improvement of R & D
Department of YH company
ABSTRACT
Nanning YH company was founded in 2001, is a high-tech enterprise specializing in
enzyme research and development, production and sales, has become China food grade
enzyme leader, is the largest Chinese enzyme production enterprises, to provide efficient
diastases products and technology solutions for our customers, to meet the end customer
demand to realize the value of value-added. Which can not be ignored is the core among
the crowd of Nanning YH company, R & D personnel, they are in the research and
development of these new products , new technology , new technology makes the
Nanning YH company in the fierce competition in the market to stabilize the heel ,
maintain the sustainable competitiveness. However, the Nanning YH company these
non-standard assessment management system is precisely to reduce these high education
background, thinking of the R & D personnel loyalty for the business, resulting in the
frequent flow of personnel of research and development, the one is in rapid development
stage of the enterprise is very bad. For a series of problems to improve the old Nanning YH
company performance appraisal existence, this dissertation defines the reform
performance appraisal of R & D Department of Nanning YH company compensation
strategy idea, through job evaluation, communication, set up a standard salary system and
performance appraisal investigation, and assist the completion of the existing personnel
change, Nanning YH R & D Department of personal subjective and objective effect to the
unity of the performance appraisal, form reasonable, perfect and operable performance
evaluation system. Therefore, how to build a set of performance appraisal system for the
characteristics of R & D personnel is particularly important.
Performance appraisal is the key link of performance management, and the success
of performance appraisal has a direct impact on the effectiveness of the whole performance
management process. Under the guidance of learning and drawing on previous research
literature and theory on the basis of the results of the research department of the Nanning
ii YH company as an example , based on the research and reference of the advanced
performance management of domestic and foreign enterprises , to conduct a
comprehensive study on the performance management system, designed for the R & D
Department of Nanning YH company as an example to establish a scientific and effective
performance evaluation system, improve human resources management, promote the
company to enhance core competitiveness.
KEYWORDS: Performance Appraisal; R & D personnel; Improve the
Research
m 目录
M ^ I
ABSTRACT II
猶 1
1.1研究背景 1
1.2研究目的 1
1.3研究意义 2
1.3.1实践意义 2
1.3.2理论意义 2
1.4国内外理论研究现状1.4.1国内理论研究现状1.4.2国外绩效考核研究现状1.4.3绩效考核研究现状评析1.5研究方法和研究内容1.5.1研究方法 5
1.5.2研究A容 6
第二章绩效考核概述2.1绩效考核相关概念界定2.1.1绩效与考核概念2.1.2绩效考核体系概念2.2绩效考核方法概述2.2.1 KPI关键绩效指标考核2.2.2 360度反馈评价2.2.3 BSC平衡计分卡考核第三章YH公司研发部绩效考核现状分析3.1 YH公司研发部基本情况3.2 YH公司研发部绩效考核现状3.2.1绩效考核对象及考核办法IV 3.2.2绩效考核内容3.2_3绩效考核程序3.2.4绩效考核结果应用3.3 YH公司研发人员绩效考核问卷调查3.3.1调查对象确定3.3.2调查问卷的设计和发放3.3.3调查问卷的回收和SPSS分析3.3.4调查结果分析3.4研发人员绩效考核存在的主要问题3.4.3不畅的绩效考核沟通机制3.4.4不健全的绩效激励机制第四章YH公司研发部绩效考核改进设计思路与框架
22
4.1 YH公司研发部绩效考核设计思路及原则
22
4.2YH公司研发部绩效考核设计原则
23
4.3 YH公司绩效考核指标确定
24
4.3.1 KPI绩效考核指标类型的确定
24
4.3.2 KPI二级绩效考核指标的确定
25
4.3.3 KPI考核指标权重设计
25
4.4 YH公司研发人员绩效考核构建
26
4.4.1绩效考核程序设计
26
4.4.3 绩效考核结果的应用
28
第五章YH公司研发部绩效考核实施策略
31
5.1 YH公司研发部门绩效考核实施策略
31
5.1.1实施绩效考核前需加强培训
31
5.1.2绩效考核结果与收入分配需紧密挂钩
31
5.1.3完善对绩效考核结果的应用和反馈
32
5.1.4促进绩效考核监督职能的引进
32
5.2 YH公司研发部绩效考核实施保障措施
32
5.2.1组织保障
33
5.2.2人员保障
33
v 5.2.
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