为了响应市场环境的瞬间万变，为了能够在信息时代屹立不倒，越来越多的企业 设立技术团队，以确保其竞争优势。现代企业的竞争为人力资源的竞争，尤其是站在 科技前沿的技术团队，人才更是第一生产力。如何吸引人才，如何留住员工，如何培 养人才成为管理者关注的焦点，作为人力资源的核心---绩效管理显得至关重要。 本文以 TSM 公司技术团队员工为研究对象，采用文献技术法、案例分析法、问卷 调查法进行研究。 首先，对研究的背景、意义以及内容进行了阐述，提出本文的总体框架。 其次，在查阅大量文献资料的基础上，进一步明确了解绩效的定义及特点， 技术员工的概念和特点，绩效管理的含义、作用以及常用模型等。 再次，以作者所在的 TSM 公司的技术团队为分析对象，采用问卷调研的方法，对 员工的满意度进行调研，通过统计学分析方法对调研结果做分析，分析不同岗位、不 同级别员工对于公司管理现状的满意度情况。然后针对现团队绩效管理存在的问题进 行分析，确定了考核指标以及各指标权重分配，按照管理者和基层技术人员进行绩效 管理体系设计，从工作业绩、工作能力、工作态度三个维度设置关键性考核指标，并 使用层析分析法进行考核指标权重的设置，搭建了基础的 TSM 公司技术团队员工绩效 管理体系。 最后，为了确保考核方案的落地实施，建议成立专门的考核小组、量化业绩指标、 建立完善的绩效反馈沟通机制，对于绩效评估反馈机制做了精细说明，提供了不同绩 效类型的反馈沟通策略，以便保证绩效管理方案的落实。 通过以上研究，转变 TSM 公司技术团队员工绩效管理的现状，提升技术团队的凝 聚力，使个人绩效目标与组织绩效目标有效统一，通过个人绩效目标的实现和提升进 一步实现组织绩效目标。通过有效的绩效反馈机制，建立和谐的沟通氛围，充分了解 员工的需求和问题，帮助员工进一步成长，促进团队的健康发展。充分开发利用技术 型员工人力资源、科学有效实施人力资源管理战略。 关键词:技术团队员工；绩效管理；层析分析法西南交通大学硕士研究生学位 第 II页 Abstract In order to respond to the fast-changing market environment and keep victoriousin the information age, more and more enterprises choose to set up technical teams to ensure its competitive advantage. The competition of modern enterprises is the competition of human resources, especially the technical team in the frontier of science and technology. The talent is the first productive force. How to attract talents, retain employees and cultivate talents becomes the focus of the management. As the core of human resources, performance management is vital. This paper takes the technical team member of TSM Company as the research object, and makes researches by the means of document technology, case analysis and questionnaire. Firstly,it expounds the background, significance and content of the research, and puts forward the overall framework of this paper. Secondly, on the basis of consulting a lot of literature, this paper clarifies the definition and characteristics of performance furtherly, the concept and characteristics of technical staff, the meaning, function and common models of performance management. Thirdly, it takesthe technical team of the author’s TSM Company as the research object, makes researches on the degree of satisfaction of employees using the methods of questionnaire, and makes analysis on the research results using the method of statistical analysis and the satisfaction for the company management status of employees of different positions and different levels. Then the evaluation index and weight distributionare determined through analyzing the existing problems of team performance management: designthe performance management system in accordance with the managers and technicians, set the key evaluation index from three dimensions of working performance, working ability and working attitude, and set the assessment index weight using AHP (analytic hierarchy process), set up the fundamental system of staff performance management for the technical team of TSM Company. Finally, in order to ensure the implementation of the assessment program, it is recommended to establish the special evaluation team, quantify the performance index, establish a perfect performance feedback communicationmechanism,make a detailed description of performance evaluation mechanism, and providefeedback communication strategies for different types of performance, in order to ensure the implementation of the performance management scheme.西南交通大学硕士研究生学位 第 III页 Through the above research, it recommends to transform the current situation of performance management for TSM Company's technical team, enhance the cohesion of the technology team, make the goals of individual performance and organizational performance effectively unified, and further achieve the goal of organizational performance through the realization and improvement of personal performance goals. Through the effective performance feedback mechanism, it should establish a harmonious communication atmosphere, fully understand employees' needs and problems, help employees grow further, and promote the healthy development of teams. The human resources of technical staff should be fully developed and utilized, andthe strategy of human resource management should be implemented scientifically and effectively. Keywords: technical team staff; performance management; analytic hierarchy process西南交通大学硕士研究生学位 第 IV页 目 录 第 1 章 绪论............................................................................................................................ 1 1.1 选题背景.................................................................................................................. 1 1.2 研究意义.................................................................................................................. 2 1.3 相关绩效管理研究文献综述.................................................................................. 2 1.1.1 现代绩效管理的概念.................................................................................. 2 1.3.1 绩效管理思想的历史沿革.......................................................................... 3 1.3.2 全球范围内的绩效管理.............................................................................. 4 1.4 本文主要研究内容.................................................................................................. 6 第 2 章 绩效管理理论概述.................................................................................................... 8 2.1 绩效的定义及特征.................................................................................................. 8 2.1.1 绩效的定义.................................................................................................. 8 2.1.2 绩效的特点.................................................................................................. 8 2.1.3 绩效的影响因素.......................................................................................... 9 2.2 技术员工的概念和特点.......................................................................................... 9 2.2.1 技术员工的概念.......................................................................................... 9 2.2.2 技术员工的特点.......................................................................................... 9 2.3 绩效管理相关理论.................................................................................................. 9 2.3.1 绩效管理的含义.......................................................................................... 9 2.3.2 绩效管理的作用和意义............................................................................ 10 2.3.3 糟糕的绩效管理体系带来的不利影响.................................................... 10 2.3.4 常用的绩效管理工具................................................................................ 11 第 3 章 TSM 公司技术团队绩效管理现状和问题分析....................................................... 15西南交通大学硕士研究生学位 第 V页 3.1 TSM 公司介绍......................................................................................................... 15 3.1.1 公司介绍.................................................................................................... 15 3.1.2 组织结构..........................................................