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论文编号：	10730
作者编号：	2120162827
上传时间：	2018/12/9 15:38:45
中文题目：	DRW公司金融软件开发外派人员绩效考核体系研究
英文题目：	Research on Performance Appraisal System of DRW Company On-Site Financial Software Developer
指导老师：	刘俊振
中文关键字：	金融软件开发；外派人员；绩效考核；人力资源管理；个案研究
英文关键字：	Financial Software Development; On-Site Employees; Performance Assessment; Human Resource Management; Case Study
中文摘要：	近年来，随着中国金融市场的逐步开放，金融信息化的脚步也随之加快。金融信息技术为金融行业提供了科学决策的工具，也为金融机构的日常运行提供有力的支持，金融软件开发行业也因此蓬勃发展，同时带动了该领域的人才需求。作为一个年轻的朝阳产业，金融软件开发行业人才储备不足，在各个金融机构内部情况更是如此，由此也催生了金融软件开发外包的产生和发展。DRW公司作为亚太地区较为成熟的金融软件开发公司，凭借自身完善的培训体系以及丰富的案例经验，培养并储备了相当数量的外派开发人才。由于DRW公司的主要人才储备集中在新加坡等金融业相对发达的国家，且进入中国市场的时间不长，因此所制定的绩效考核体系并不适合本地情况。近几年DRW公司对于中国区外派人员的绩效评估效果不佳，并未达到促进业务发展的需求，还屡屡遭到员工的质疑。 本文主要围绕DRW公司金融软件开发外派人员的绩效考核问题展开研究。通过运用相关理论同时结合公司实际情况，寻找出DRW公司绩效考核体系中所存在的问题，然后对外派人员的绩效考核体系进行重新设计。具体研究方案如下：首先，明确研究背景和意义，并对绩效考核相关理论以及国内外研究现状进行阐述。然后，根据公司基本情况以及绩效考核现状，对其中所存在的问题进行分析。其次，在确认了改进思路和基本原则的前提下，结合公司总体战略目标对绩效考核指标和方法进行重新设计，并完善相应的绩效考核流程。最后，为保障公司绩效考核的顺利实施，提出相应的保障措施，如制度保障、企业文化保障、人员能力保障，等等。
英文摘要：	In recent years, with the opening up of China financial markets, the pace of financial informatization has also accelerated. Financial IT technology provides the financial industry with a tool for scientific decision-making and also offers strong support for the daily operations of financial institutions. The financial software development industry has thrived due to the fast-growing financial market, and at the same time has driven the demand for talents in this field. As a young sun-rising industry, the financial software development industry was faced of a shortage of talents, which is even more so inside financial institutions. This has also led to the emergence and development of the financial software development outsourcing industry. As a mature financial software development outsourcing company in the Asia-Pacific region, DRW Corporation has cultivated and accumulated a considerable number of financial software development talents based on its mature training system and rich project experience. Since the main talent pool of DRW is concentrated in countries with developed financial industry such as Singapore, at the meantime it's only a short time entering China market, the performance assessment system of the company is not quite tuned to local situation. In recent years, DRW's performance evaluation on outsourcing personnel in China has not received expected feedback. It has not met the need to promote business development, at same time has been repeatedly challenged by employees. This essay intends to focus on the research of performance evaluation of the outsourcing employees of DRW company's financial software development projects. By utilizing relevant theories combined with the actual circumstances of the company, the author tries to figure out the problems existing in the performance appraisal system of DRW company, and then attempt to re-design the performance appraisal system. The specific research plans are as follows: First, clarify the background and significance of the research, and have a brief review of relevant theories of performance evaluation and of current research status at home and abroad. Then, based on the company's current situation and status of performance appraisal, analyze the existing problems in the appraisal system. Thirdly, as confirmed the improvement method and basic principles, re-design the performance evaluation indicatorsand method based on the company's overall strategic objectives and improve the corresponding performance appraisal process. Finally, in order to ensure the smooth implementation of performance appraisal, the author puts forward corresponding guarantee measures, such as institutional support, corporate cultural protection, and employees' capabilities during the processes, and so on.
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