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论文编号：	2814
作者编号：	2120082263
上传时间：	2010/12/6 12:03:16
中文题目：	多项目研发团队人员绩效考核体系研究－以SS企业研发团队为例
英文题目：	Research on People Performance Evaluation of Multi-project Development Team Base on R&D Team of the SS Company
指导老师：	林润辉
中文关键字：	研发人员,多项目团队,跨部门协作,绩效考核
英文关键字：	R&D Member, Multi-project Team, Cross Function Work, Performance Evaluation
中文摘要：	当今全球经济一体化趋势日趋强化，企业经营环境也不断发生改变，维持企业健康发展的关键是进一步提高团队绩效，这离不开人才的确保。对于高薪技术企业来说，研发人才的确保和培养已经成为企业重要的战略目标。而现实中大部分企业都面临技术人才流失的问题，造成该问题的原因有多种表现，但归其根本是由于员工满意程度不能得到很好的满足。如今跨部门协作和多项目并行逐渐成为企业研发活动的主要形式。在这样的活动形式下对管理的要求越来越高，如何公平公正的对研发人员进行绩效考核与激励是每个研发企业都要思考并解决的重要课题。 本文定位于某知名家电企业(以下称为SS公司或SS企业)研发组织的实际情况，提出了一个针对类似弱矩阵式组织结构的绩效考核模型，并对研发人员的绩效管理提出了改善性建议方案，为多项目研发团队改进构建合理的绩效指标及完善可操作性的考核体制提供了进一步的理论探讨和实证研究。 本文研究内容主要概括为以下几点： 首先，基于多项目管理理论，结合人力资源管理和绩效管理的理论依据，遵从激励理论的指导思想，对SS企业研发组织发展的轨迹和成果展开分析研究，挖掘出当前组织迫切要解决的问题。 其次，运用管理学中团队管理和协同效应，强调组织绩效和人员绩效紧密结合，并对研发人员绩效考核的必要性进行了充分的验证。 再次，通过对SS企业内部项目的特点与组织构成进行深入分析，设计出一系列可量化的关键绩效指标，定义权重比例并运用数学方程对其度量；以综合分析法为分析工具进行考核体系的构建。 最后，基于激励理论将考核与激励相联系，将考核结果应用于激励。 笔者希望通过对多项目研发团队成员绩效管理体系的完善，使考核做到有据可依，让研发项目参与人员感觉更加公平公正，真正使绩效考核起到激励员工，提高团队绩效的作用。
英文摘要：	With the global economic integration more consolidating, the environment for the enterprise becomes more and more changefully. To maintain enterprise developing healthily, the key is to improve the work team performance. This depends on human resources, especially on talents. To the high technology enterprise, the retain and culture for the R&D talents have been one of the strategic target. While talents are floating more faster and it is a big problem for many enterprise. The reason seems a good many, but the final reason is the satisfaction of employee doesn’t fulfill. Cross function team work and multi-projects proceeding make more difficulty for management. How to evaluate R&D person’s performance justified and inspirit them to work harder is a great project for manager to think deeply and dig out the available method. The paper pitches an R&D organization of a famous company (The SS Company for short) which develops and produces family electron facilities and proposes a scenario of performance evaluation for a weak matrix-organization. This paper give a father study and a good example for the performance management of an multi-project R&D team.The contents mainly include as follows: Firstly, using multi-project management theory, human resource management theory and performance management theory, going on prompting ideology, we dig out the urgent and important problem for the organization by analyzing the developed track and achievement of the R&D department of the SS Company. Secondly, emphasize on the combine of team performance and individual performance following by team management and cooperation effect, and review the necessity of the performance evaluation for R&D persons adequately. Thirdly, work out a series of KPI which are measurable due to the SS Company’s characters, and define the scale and the measure methods. Lastly, combine evaluation with prompting to enhance the performance management result. The author hopes to improve the performance management system for the multi-project team members. By rationally evaluating, increase the R&D people’s satisfaction and level-up team performance consequently.
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