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论文编号：	7366
作者编号：	2120122708
上传时间：	2015/6/8 9:32:08
中文题目：	AI建筑设计公司设计师职级体系优化研究
英文题目：	The Research of Designers Rank System Optimization For AI Architectural Design Company
指导老师：	袁庆宏
中文关键字：	建筑设计公司；设计师；职级体系；体系优化
英文关键字：	architectural design company; designer; rank system; system optimization
中文摘要：	随着经济的整体发展，城市基础建设 ，房地产迅速发展，作为周边行业的建筑设计得以迅速成长，人才是企业竞争和长期生存的关键资本，如何吸引人才、留住人才是企业人力资源工作的重心。而清晰的职级体系又是留住人才的重要根基。因为历史和传统因素，国内设计企业的绩效管理不尽完善，大多沿用国有设计院的薪酬及绩效管理模式，已经无法适应现代企业管理和的竞争市场的需要。 企业人力资源管理，通常是指通过其六大模块对人力资源进行有效管理和任用，以达到企业随社会进步而不断更新组织发展战略，推动人力资源自身能力提升，企业前进发展的目的。正如营销管理的核心是细分市场观念、项目管理的核心是WBS、运营管理的基础是组织架构和数据系统一样，人力资源管理同样有核心，这样才能把六个模块的工作协调起来，各模块也必须以这个为出发点来考虑工作展开。这个核心就是职级体系。 设计师是知识型员工，是不同于普通员工的一个特殊群体，因此，如何建立知识型员工的职级体系，如何确认各职级任职资格，如何基于合理的职级体系进行绩效管理，有效的激励知识型员工，提高工作积极性，创造性就成为这类企业人力资源管理的核心。 本文通过内外部资料分析法、调研访谈法对AI 建筑设计公司设计师的职级体系管理、薪酬和绩效存在的问题做了分析诊断，结合 AI建筑设计公司实际情况提出建立以岗位职级为导向的绩效考核模式。依据企业自身的特点如企业发展战略、市场环境、人员整体素质、人才构成、企业现有规模、部门设置与职能安排、企业文化等来进行合理的职级体系与绩效体系优化，从而直接影响企业的生存和发展。本文针对 AI 建筑设计公司设计师职级体系与绩效的研究在一定程度上对相同相似企业具有借鉴和参考意义。
英文摘要：	With the overall economic development, urban infrastructure construction and architectural design enterprises are making rapid growth, of which human resource is the core competitive resources. A clear rank architecture is the essential foundation of keeping good staff. Due to historical and traditional reasons, the domestic design enterprise performance management is not perfect, most of them followed the remuneration and performance management model of state-owned design institutes, which no longer meet the needs of modern enterprise management and the fierce competition in the market. Based on economics and humanity, human resource management is a kind of an effective use of human resources through the six modules. Furthermore, human resource management is also a function in organizations designed to maximize employee performance of an employer's strategic objectives and to meet the organizational development in current and coming years. As we know, different cores to different management, just like segmentation to marketing management, WBS to project management, organizational structure and data system to operation management, the core to human resource management is to coordinate the six modules mentioned above which is rank system. As knowledge workers, designers are a special group differ from the general staffs, therefore, the core human resource management to this kind of enterprise is how to build a knowledge-based staff rank system, how to confirm the functional level qualifications, how to conduct performance management based on reasonable rank system, so as to motivate knowledge employees, to improve their work enthusiasm and creativity. By the means of internal and external data analysis, research interviews, this paper is making an analysis and diagnosis to rank system management, compensation and performance problems of AI Architects, and proposing to establish a post-rank-oriented performance appraisal model combined with the actual situation of AI Architects after summarizing the basic theory of the more common current performance appraisal. The model will optimize a reasonable rank and performance system so as to directly affect the survival and development of enterprise, according to the characteristics of the enterprise itself, such as the general idea of enterprise development, the external market environment, the overall quality of staff, personnel structure, the company's existing scale, the department set up and functional arrangements, corporate culture etc. The paper can be a reference to AI Architects on rank system and performance research.
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