【作者】 张海燕；

【导师】 张永进；

【作者基本信息】 西安理工大学 ， 工商管理（专业学位）， 2024， 硕士

【摘要】 研发人员作为软件开发企业的中坚力量,也是公司发展和壮大的基石。加强研发人员绩效考核,可以激发研发人员的创新性和主动性,保持公司的技术领先型,提高公司的市场竞争力。本文以HH公司为研究对象,旨在通过科学合理的绩效考核方法,解决研发人员绩效考核管理中存在的问题,旨在分析和优化HH公司研发人员的绩效考核体系。本文首先针对研究现状进行文献综述,梳理绩效和绩效考核的理论方法,基于此深入调查了 HH公司研发人员绩效考核现状,发现存在绩效考核指标不明确、缺乏有效沟通和反馈、考核流程设计不合理等问题。针对这些问题,本研究给出了了HH公司研发人员绩效考核的优化方案,明确了绩效考核优化的目标和原则,构建了科学、合理的绩效考核指标体系,采用了层次分析法确定了各指标的权重;并设计了新的绩效考核流程,包括明确考核周期、建立考核监督机制、规范考核流程以及强化考核结果反馈与面谈等环节。第三,为保障优化方案的顺利实施,本研究还提出了相应的保障措施,包括组织保障、制度保障、技术保障和文化保障,旨在确保绩效考核优化方案能够得到有效执行,进而提升研发人员的工作积极性和创造力,促进公司的持续发展和创新。本研究不仅对HH公司研发人员的绩效考核体系进行了优化,还为其他企业在研发人员绩效考核方面提供了有益的参考和借鉴。未来,可以进一步关注绩效考核与员工激励、职业发展等方面的关系,以推动企业人力资源管理的不断完善和发展。更多还原

【Abstract】 As the backbone of software development enterprises,R&D personnel are also the cornerstone of the company’s development and growth.Strengthen the performance evaluation of R&D personnel,stimulate their innovation and initiative,maintain the company’s technological leadership,and improve the company’s market competitiveness.This thesis takes HH Company as the research object,aiming to solve the problems in the performance evaluation management of R&D personnel through scientific and reasonable performance evaluation methods,and to analyze and optimize the performance evaluation system of HH Company’s R&D personnel.Firstly,this thesis conducts a literature review on the current research status,mastering the theoretical methods of performance and performance evaluation.Based on this,an in-depth investigation was conducted on the performance evaluation status of R&D personnel in HH Company,and it was found that there are problems such as unclear performance evaluation indicators,lack of effective communication and feedback,and unreasonable design of evaluation processes.In response to these issues,this study provides an optimization plan for the performance evaluation of R&D personnel in HH Company,clarifies the goals and principles of performance evaluation optimization,constructs a scientific and reasonable performance evaluation indicator system,and uses the Analytic Hierarchy Process to determine the weights of each indicator;And a new performance evaluation process has been designed,including clarifying the evaluation cycle,establishing an evaluation supervision mechanism,standardizing the evaluation process,and strengthening feedback and interviews of evaluation results.Thirdly,to ensure the smooth implementation of the optimization plan,this study also proposes corresponding security measures,including organizational security,institutional security,technical security,and cultural security,aiming to ensure that the performance evaluation optimization plan can be effectively implemented,thereby enhancing the work enthusiasm and creativity of R&D personnel,and promoting the sustainable development and innovation of the company.This study not only optimized the performance evaluation system of R&D personnel in HH Company,but also provided useful reference and inspiration for other enterprises in the performance evaluation of R&D personnel.In the future,further attention can be paid to the relationship between performance evaluation,employee motivation,career development,and other aspects to promote the continuous improvement and development of enterprise human resource management.更多还原