【作者】 刘蕾；

【导师】 钱国明；

【作者基本信息】 哈尔滨工业大学 ， 工商管理（专业学位）， 2023， 硕士

【摘要】 目前各大企业正由传统企业管理向数字化管理转型,在这过程中吸引和管理科技人才成了企业转型的关键影响因素。在新时代背景下,越来越多的企业选择绩效考核作为人才管理的手段,通过科学有效的绩效考核调动员工的积极性,帮助企业推进数字化管理的落地。E公司是一家保险集团基于企业数字化转型分化出来的科技公司,由于公司的战略规划调整和人才特性不断更新,传统以短期业绩和工作量为主的绩效评估已无法适用于跨行业跨序列的知识型软件技术人员的绩效考核。绩效考核的不科学性导致技术人员对研发新技术、攻克难题等长周期的任务完成意愿不强,影响了员工工作热情和效率,影响了团队氛围,阻碍了公司战略目标的达成。因此,一套贴合公司软件技术人员的绩效考核方案成了企业亟待解决的问题。本文以E公司的软件技术人员为研究对象,基于软件技术人员的工作性质、人群特点及互联网行业发展,对E公司软件技术人员的绩效考核现状进行梳理。同时采用问卷调查和访谈法,探讨现存的问题以及成因。分析研究发现现行的E公司软件技术人员绩效考核评价客观性不足,考核内部不能客观反映实际工作情况,绩效考核流于形式等问题,通过进一步分析,问题存在的原因为缺乏合理的考核评分标准、指标设置不合理、沟通反馈机制不完善,绩效考核方案宣传力度不足。结合E公司的实际业务发展,改进了软件技术人员的考核指标、优化了考核流程使考核过程更清晰、透明,完善了绩效考核沟通辅导与反馈机制。最后在绩效考核制度、培训、文化等方面制定相关举措来保障改进方案的实施。本文虽然是针对E公司软件技术人员的绩效考核进行研究,但由于目前各大企业都在实行数字化转型,如何制定软件技术人员的绩效考核方案成了各企业正在解决的问题。因此,本课题的研究给国内其他综合型多元化企业在软件技术团队的绩效考核方面提供参考价值。更多还原

【Abstract】 At present,enterprises are transforming from traditional enterprise management to digital management.In this process,attracting and managing scientific and technological talents has become a key factor affecting the transformation of enterprises.In the new era,more and more enterprises choose performance appraisal as a means of talent management,and mobilize the enthusiasm of employees through scientific and effective performance appraisal to help enterprises promote the implementation of digital management.E Company is a technology company differentiated from an insurance group based on enterprise digital transformation.Due to the adjustment of the company’s strategic planning and the constant updating of talent characteristics,the traditional performance evaluation based on short-term performance and workload is no longer applicable to the performance evaluation of knowledge-based software technicians across industries and sequences.The unscientific performance appraisal leads to technical staff’s weak willingness to complete long-cycle tasks such as researching and developing new technologies and solving difficult problems,which affects staff’s enthusiasm and efficiency,team atmosphere and the achievement of the company’s strategic goals.Therefore,a set of software technical personnel performance evaluation program has become an urgent problem for enterprises to solve.This paper takes the software technicians of E Company as the research object.Based on the work nature,population characteristics and the development of the Internet industry,the performance appraisal status of the software technicians of E Company is sorted out.The questionnaires and interviews were used to discuss the existing problems and their causes.The analysis and research found that the current performance appraisal of software technicians in Company E lacks objectivity,the internal assessment cannot objectively reflect the actual work situation,and the performance appraisal is mere formality.Through further analysis,the reasons for the existing problems are the lack of reasonable assessment and scoring standards,imperfect communication and feedback mechanism,and insufficient publicity of the performance appraisal program.Combined with the actual business development of E Company,we improved the assessment indicators of software technicians,optimized the assessment process to make the assessment process clearer and more transparent,and improved the communication,guidance and feedback mechanism of performance assessment.Finally,relevant measures are formulated in the aspects of performance appraisal system,training and culture to ensure the implementation of the improvement plan.Although this paper studies the performance appraisal of software technicians in E Company,since all major enterprises are implementing digital transformation at present,how to formulate the performance appraisal scheme of software technicians has become a problem that is being solved by all enterprises.Therefore,the research of this topic provides reference value for other comprehensive diversified enterprises in the performance assessment of software technical teams.更多还原