随着中国的经济迅猛发展，市场竞争给中国很多企业也带来了激烈竞争，企业为 了生存和发展，不得不提升竞争力，企业的竞争归根究底是人力资源的竞争，人力资 源如何优化以及利用，真正调动员工的积极性和主动性，这是企业人力资源管理的核 心任务。而作为人力资源管理中一个重要工具的绩效考核就可以对人才的有效管理和 激励等提供方案。我们不但需要绩效考核，还需要合适的绩效考核方案，从而对优秀 的人才进行有效的管理与激励，培养他们的能力、挖掘他们的潜能、激发他们的工作 热情，使他们将才能充分发挥出来，以更好地实现企业的目标。 本文运用绩效考核理论，以 T 公司的技术员工的绩效考核方案为研究对象，通过 调查分析找到目前 T 公司的现有技术员工绩效考核方案的问题及原因所在。文中结合 了传统 KPI 考核法和 360o 考核法的优缺点，研究设计了一套新的针对技术人员绩效 考核方案，在新的绩效考核方案中首先通过 KPI 考核法传导企业战略目标和部门工作 目标（A 类指标）；其次，明确岗位职责类绩效指标（B 类指标）；最后，通过设立专 项任务类指标和补充设立技术员工个人能力发展类指标（C 类指标），并在个人能力 发展类指标上采用 360o 考核方法进行考核。在新的绩效考核方法理论支撑下，对 T 公司技术员工现有绩效考核方案进行了优化设计，详细给出了绩效考核优化设计步骤。 在此之外，针对 T 公司绩效考核优化成果的落实，从管理层支持、制度保障、实施前 培训保障、开通申诉渠道等方面给出了优化后的绩效考核方案推进保障措施。 针对 T 公司技术员工的绩效考核方案的优化研究工作可以给相关研发类企业或 研发、技术类部门的绩效考核方案的改进具有借鉴和参考的价值。 关键词，技术员工 绩效考核 KPI 考核 360o 考核 作 者，殷玲玲 指导老师，魏文斌 IT company Technical Staff’s Performance Appraisal Scheme Optimization Research Abstract With the rapid development of China economy, the market competition takes cut- throat competition to lots of Chinese enterprises, to survive, the enterprises have to improve their competition and final talent competition, how to optimize human resource management and motivate our talent is now our core task. As one management tool of human resource management, performance appraisal could be used for motivating and managing our talents. Not only an performance appraisal needed, but a properly appraisal method to apply better managing and motivating those talents needed, developing those talents, digging out their potential to contribute company strategy and target. Taking T company technical staff’s performance appraisal scheme as a research sample to find out the actual issue and root reason through investigation and analysis. Writer has designed a new performance appraisal scheme for technical staff of T company on the bases of KPI and 360o. New performance appraisal used KPI method to separate company strategy to company and department target(Class A), then to position target(Class B) and final personal target on personal special task and personal development(Class C), for personal development, we choose 360to evaluate. On the theory of performance appraisal, the article optimized the performance appraisal to the T company and gave the details at the same time. Besides that, to make new performance appraisal scheme to be implemented properly, the supporting from management, optimized kinds of relevant policies, complain channel setting and related trainings given have been issued. The viewpoints of this paper could provide reference value to those similar R&D enterprises, R&D departments or technical staff of similar enterprises. Key Words: Technical Staff Performance Appraisal KPI 360o Written by:Lingling Yin Supervised by:Wenbin Wei II目 录 第一章 绪论.................................................................................................................1 1.1 研究背景和意义...................................................................................................1 1.1.1 研究背景.......................................................................................................1 1.1.2 研究意义.......................................................................................................2 1.2 研究方法和研究思路 ..........................................................................................2 1.2.1 研究方法.......................................................................................................2 1.2.2 研究思路.......................................................................................................3 1.3 研究内容和创新点...............................................................................................4 1.3.1 研究内容.......................................................................................................4 1.3.2 本文创新点...................................................................................................4 第二章 理论基础与文献综述.....................................................................................5 2.1 绩效考核概述 ......................................................................................................5 2.2 针对技术员工的典型绩效考核方法介绍 ..........................................................6 2.2.1 360o 考核法....................................................................................................6 2.2.2 KPI 考核法 ...................................................................................................8 2.3 技术员工及其绩效考核的相关研究...................................................................9 2.3.1 国外研究现状...............................................................................................9 2.3.2 国内研究现状.............................................................................................10 第三章 T 公司简介及其技术员工绩效考核现状...................................................12 3.1 T 公司简介..........................................................................................................12 3.2 T 公司技术员工绩效考核管理的问卷调查分析..............................................13 3.2.1 T 公司技术员工绩效考核现状 ..................................................................13 3.2.2 T 公司技术员工绩效考核方案存在的问题 ..............................................15 3.2.3 T 公司技术员工绩效考核方案问题的原因分析 ......................................16 第四章 T 公司技术员工绩效考核方案的优化.......................................................20 4.1 T 公司技术员工绩效考核方案优化的原则......................................................20 4.1.1 应用导向原则.............................................................................................204.1.2 公平公正，公正客观原则.........................................................................20 4.1.3 逐步完善原则.............................................................................................21 4.2 T 公司技术员工绩效考核流程梳理..................................................................21 4.2.1 明确绩效考核流程.....................................................................................21 4.2.2 重视绩效考核理论培训工作......................................................................22 4.2.3 重视考核结果的反馈和应用......................................................................22 4.3 T 公司技术员工绩效考核方案优化..................................................................23 4.3.1 考核方法优化.............................................................................................23 4.3.2 考核指标优化.............................................................................................24 第五章 T 公司技术员工绩效考核方案优化的保障措施.......................................30 5.1 公司管理层支持保障 ........................................................................................30 5.2 制度保障 ............................................................................................................30 5.3 实施前培训保障.................................................................................................31 5.4 开通申诉渠道.....................................................................................................31 第六章 结论与展望..................................