【作者】 王健；

【导师】 李晓芳；

【作者基本信息】 吉林大学 ， 工商管理硕士（专业学位）， 2021， 硕士

【摘要】 为了贯彻落实十八届三中全会精神,深化国有企业改革,打造具有国际竞争力的企业,从2017年9月18日开始,一汽集团启动了改革。根据一汽集团改革要求,即“员工能进能出,干部能上能下,机构能增能减,工资能高能低”,改革的政策如何落地,能否有效提升公司绩效,是关系到改革是否成功的关键。员工对绩效管理措施是否认可,是员工对一汽改革是否认可的关键。针对集团公司总部及各分子公司的不同特点,需要有一套适应本公司实际工作的绩效管理的办法。一汽主营业务是汽车制造及服务,优质的产品是企业的核心。造型是产品研发的第一道环节,颜值是第一竞争力。造型设计院整体研发能力的高低,直接关系到一汽集团产品研发能力的高低。造型设计院研发能力的核心是创意设计能力,其核心生产力是创意设计师。目前创意设计团队的绩效管理方案跟一汽集团绩效管理方案一致。该方案更加倾向于实现集团战略的绩效管理方案,对员工本身绩效提升的关注并不是当前绩效管理方案所能实现的。本文通过对现有绩效管理方案存在问题的研究吗,提出更适合提升创意设计团队绩效的新方案,从而提升整个造型设计院的绩效水平,为国企改革助力。本文以创意设计团队为研究对象。通过对创意团队的问卷调研和访谈,发现并掌握创意设计工作的主要特点,如创意设计方案能否中选在职业生涯中占有重要地位,创意设计方案的评价比较主观等,而这些特点跟传统的工程开发工作有很大区别,同时也发现创意设计团队当前的绩效管理方案存在的诸多问题。本文通过研究具有市场化运作的设计公司绩效管理、绩效激励的一些做法,分析总结出当前创意设计团队绩效管理出现问题的原因,运用PDCA的方法论,重新设计了可以解决以上问题的绩效管理方案。在具体工具的应用上,本文除了总结目前一汽使用的平衡计分卡绩效管理工具存在的问题,还结合当前互联网公司应用较多的目标关键绩效结果OKR工具及360度评价等工具,研究了一套综合运用多种工具进行绩效管理的方案。本文的创新之处在于首次针对汽车造型设计团队的特点进行归纳总结,提出创意设计专业绩效管理优化方案。本文的另一个创新之处是从研究民营性质的设计公司得到启发,对国有企业如何进行市场化的绩效管理改革提出了具体的可行方案。通过本文的研究可以得出,综合运用多种工具的绩效管理方案可以实现员工对绩效管理满意度的提升,可以为提升员工绩效创造有利环境。从近处讲,目前造型设计院有五大领域,创意设计仅代表两个领域。通过研究创意设计的绩效优化,为研究造型院其他领域的绩效优化提供了经验。从远处讲,具有百年历史的汽车创意设计代表着工业设计的最高水平之一。因此研究汽车创意设计团队的绩效管理本身可以作为研究工业设计领域的绩效管理方案优化的重要参考。更多还原

【Abstract】 In order to implement the spirit of the third plenary session of the 18 th central committee to deepen the reform of state-owned enterprises,to build internationally competitive enterprises,starting from September 18 th,2017,FAW group launched the reform.According to FAW group’s reform requirement,that is,"employees can move in and out,cadres can move up and down,organizations can increase and decrease,and salaries can be high and low",how to implement the reform policy is the key to the success of the reform.Whether the employees recognize the performance management measures is the key to whether the employees recognize the FAW reform.For the headquarters of the group company and each branch company,it is necessary to have a set of performance management methods adapted to the actual work of the company.The main business of FAW is automotive manufacturing and service,and high quality products are the core of the enterprise.Styling is the first step of product research and development,appearance level is the first competitiveness.The overall R&D capability of the institute is directly related to the product R&D capability of FAW group.The core R&D capability of the styling design institute is the design ability,and its primary asset are designers.The performance management scheme of the designers is consistent with FAW group.The group company scheme is more inclined to realize the strategic scheme of performance management,attention to the performance improvement of employees is not the current performance management scheme can be achieved.This paper seeks to improve the performance of the creative design team through the optimization of performance management,so as to improve the performance level of the entire styling design institute and facilitate the reform of state-owned enterprises.This paper takes the design team as the research object.Through the actual researching on the design team,the main characteristics of the design work are found and mastered,such as the selection of the design scheme plays an important role in the career,the evaluation of the creative design scheme is subjective,and these characteristics are very different from the traditional engineering development work,and found that there are many problems in the current performance management scheme of design team.Based on the theories of performance management and performance incentive and the practices of design companies with market operation nature,this paper analyzes and summarizes the reasons for the problems in performance management of design teams.Using PDCA methodology,the performance management scheme which can solve the above problems is redesigned.In terms of the application of specific tools,this paper not only summarizes the problems existing in the balanced scorecard performance management tool currently used by faw,but also provides a comprehensive performance management program by combining the OKR tool and 360 degree feedback tool which are commonly used by internet companies.The innovation of this paper lies in the first time to summarize the characteristics of the car styling design team,put forward the optimization of the design team performance management scheme.Another innovation of this paper is to get inspiration from the study of private design companies,and to put forward specific feasible plans for the market-oriented performance management reform of state-owned enterprises.Through the research of this paper,it can be concluded that the comprehensive use of a variety of tools in the performance management program can achieve the improvement of employees’ satisfaction with performance management,can create a favorable environment for the improvement of employee performance.Speaking from a close perspective,there are five fields in the institute of modeling design,and designers only represents two fields.By studying the performance optimization of designers,it provides experience for studying the performance optimization of other fields in the institute.From a distance,the century-old creative design of automobiles represents one of the highest levels of industrial design.Therefore,the research on the performance management of automobile creative design teams can be an important reference for the optimization of performance management schemes in the field of industrial design.更多还原