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论文编号：	14943
作者编号：	2320224041
上传时间：	2024/12/6 17:15:21
中文题目：	CF公司软件开发人员绩效评价体系优化研究
英文题目：	Research on Optimization of Performance Evaluation System for Software Developers in CF Company
指导老师：	薛红志
中文关键字：	软件开发人员;绩效评价体系;绩效管理;激励
英文关键字：	Software Developers;Performance Evaluation System;Performance Management;Incentive
中文摘要：	随着我国经济的快速发展及信息化程度的加深，软件行业的市场需求越来越庞大，而软件系统的正常运转必须要依赖专业的软件开发人员来维护。因此，企业对于专业的软件开发人员的要求也越来越高。如何通过科学合理的绩效评价体系吸引人、留住人、激励人、发展人，是软件研发企业需要关注的重点问题。CF公司是一家国有软件研发公司，软件研发人员占比超过70%。公司目前的绩效评价体系中，在绩效评价指标、绩效评价流程和评价结果应用上存在不足，因此需要针对公司现有情况和未来发展战略，为CF公司的软件开发人员设计一套绩效评价体系优化方案，以确保企业持续发展并提升企业竞争力。 本文通过访谈的方式向CF公司管理人员调研公司绩效评价体系的问题，通过问卷调查的方式了解公司软件开发人员对公司现行绩效评价体系的认知，在使用克伦巴赫系数信度分析法确定问卷可信后，分析得出绩效评价体系存在的问题与不足。在明确CF公司战略目标后，使用平衡计分卡模型（BSC）绘制公司战略地图，然后使用QQTC模型确定研发部门的绩效指标。在对员工绩效指标进行分解时，对比各种绩效评价方法后，选取结果法的关键绩效指标法（KPI）、特性法的图评价尺度法（GRS）和行为法的行为观察评价法（BOS），分别对软件开发人员的业绩指标、能力指标和行为指标进行详细定义。确定员工绩效指标后，使用层次分析法（AHP）确定各指标的权重。最后通过相关文献梳理和研究，基于绩效评价已有的研究成果，完成对绩效评价流程和绩效评价结果应用的优化。最后通过公司管理体系、公司制度和公司文化等多种保障方案确保绩效评价体系优化方案的顺利实施。 通过本次研究，完成CF公司软件开发人员绩效评价指标、绩效评价流程和绩效评价结果应用的优化，有效解决目前CF公司在绩效评价方面存在的绩效评价指标不清晰不具体不量化、绩效评价流程不规范不透明、绩效评价结果没有得到有效应用的现实问题。这不仅有利于企业员工的自身职业发展，同时也对企业的宏观战略目标和整体运营产生积极作用。
英文摘要：	With the rapid development of China's economy and the deepening of informatization, the market demand for the software industry is becoming increasingly large, and the normal operation of software systems must rely on professional software developers to maintain them. Therefore, enterprises have increasingly high requirements for professional software developers. How to attract, retain, motivate, and develop people through a scientific and reasonable performance evaluation system is a key issue that software development enterprises need to pay attention to. CF Company is a state-owned software development company, with software development personnel accounting for over 70%. In the current performance evaluation system of the company, there are deficiencies in the application of performance evaluation indicators, performance evaluation processes, and evaluation results. Therefore, it is necessary to design an optimization plan for the performance evaluation system for CF company's software developers based on the company's current situation and future development strategy, in order to ensure the sustainable development of the enterprise and enhance its competitiveness. This thesis investigates the performance evaluation system of CF Company through interviews with its management personnel. A questionnaire survey is conducted to understand the company's software developers' understanding of the current performance evaluation system. After using the Cronbach's alpha reliability analysis method to determine the reliability of the questionnaire, the problems and shortcomings of the performance evaluation system are analyzed. After clarifying the strategic goals of CF company, use the Balanced Scorecard model (BSC) to draw the company's strategic map, and then use the QQTC model to determine the performance indicators of the R&D department. When decomposing employee performance indicators, after comparing various performance evaluation methods, the key performance indicator method (KPI) of the result method, the graph evaluation scale method (GRS) of the characteristic method, and the behavior observation evaluation method (BOS) of the behavior method were selected to define the performance indicators, ability indicators, and behavior indicators of software developers in detail. After determining employee performance indicators, use Analytic Hierarchy Process (AHP) to determine the weights of each indicator. Finally, through literature review and research, based on the existing research results of performance evaluation, the optimization of the performance evaluation process and the application of performance evaluation results is completed. Finally, various guarantee measures such as the company management system, company policies, and company culture are implemented to ensure the smooth implementation of the optimization plan for the performance evaluation system. Through this research, the optimization of performance evaluation indicators, evaluation processes, and application of performance evaluation results for software developers in CF Company has been completed, effectively solving the current practical problems of unclear, non-specific, and unquantifiable performance evaluation indicators, non-standard and opaque performance evaluation processes, and ineffective application of performance evaluation results in CF Company's performance evaluation. This is not only beneficial for the career development of enterprise employees, but also has a positive impact on the macro strategic goals and overall operations of the enterprise.
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