【作者】 于磊；

【导师】 于桂兰；

【作者基本信息】 吉林大学 ， 工商管理， 2008， 硕士

【摘要】 作为信息产业的核心,软件产业发展迅速,市场规模不断扩大,市场竞争日益激烈。然而,绩效管理一直是软件企业不得不面临的、难以解决的问题。本文介绍了作为软件企业的GoEasy公司目前的发展状况,指出了绩效管理是GoEasy公司在迅速兴起过程中表现最为明显、影响最为深刻的问题,也是目前面临的最为重要、最急需解决的问题。为了更加深入地研究这一问题,本文通过问卷调查和访谈两种方法,总结了GoEasy公司目前在绩效管理中存在的问题并进行了原因分析,并从绩效管理的基础性工作着手,指出了GoEasy公司应首先完成推行绩效管理的基础工作。在此基础上,切合实际地设计了一套适合GoEasy公司目前发展现状的绩效管理方案。目前,在GoEasy公司管理层与人力资源部门的共同努力下,该方案已经在GoEasy公司内容逐步推行。更多还原

【Abstract】 Performance is the staggered results that were achieved by the certain diathesis staff around the responsibilities of the office, as well as the behavior of the reaching process. Performance management is a kind of management activity about managing kinds of elements in reaching process and being based on the enterprise strategy. The scheme of performance management of GoEasy Co., Ltd. is based on company’s resources, abilities, problems and results analyzed by questionnaire and interview. Adequately considering the effect or impression of inherent characteristic on performance management, a suit of performance management system was designed according with GoEasy Co. inherent characteristic. The whole process will list below:In the introduction, at first, the researching theme and the meaning of researching theme for GoEasy Co., Ltd. are expatiated, and research methods and the paper’s structure have also been pointed out. With the development in the past ten years, the outstanding achievement of GoEasy Co. has obviously been increasing, more and more products are exploited, numbers of excellent employee were trained. But the speed of establishing the system did not keep up with the step of enterprise development. So, all kinds of management system need perfect in order to accord with the need of rapid development. Performance management is the most obvious manifestation and most profound impact of problem and is currently facing the most important and most urgent problem in the process of GoEasy rapid rise.In the first chapter, the situation of GoEasy Co. human resource and the status of performance management were revealed. Through the questionnaire and interview, from the performance incentive, communication conditions, performance evaluation capacity, the basic performance appraisal as well as their performance satisfaction, and so on, the GoEasy’s performance management capability and performance management satisfaction were understood. After analyzing the performance management capabilities and performance management satisfaction, four questions were found in the GoEasy performance management: the goal has not been reached, because of the lack of effective support performance assessment, the correlation between Staff Motivation and Performance Evaluation is smaller, personal award and team performance is not related, there is a clash between performance management and the characteristics of the staff.Therefore, in the second chapter, focusing on the performance management of these issues, to find two fundamental reasons for these problems: thinking and understanding is so limited and performance management system is far from perfect. Then, it was specified in the erroneous understating of the company’s management on the grass-roots about performance management system, and the absence of reasonable performance plan, performance management programme with one-sidedness, the lack of pressure management system, the performance evaluation system is not perfect, without effective use of evaluation results, the lack of effective performance communication, failure to establish measures to improve, These are performance management system is not sound performance.In the third chapter of the paper, it was comprehensively discussed the preparatory work program about the implementation of GoEasy’s performance management. In order to more effectively implement the performance management, these works need to be done in GoEasy such as re-working analysis, adjustment of organizational structure and salary structure, the operation methods of staff Career Planning and determining the performance incentive system to meet the requirements of Performance Management. About the description of posts and responsibilities, the organizational structure of enterprises could be determined, and the selection standards of talent could be established. To want to have the talent, there must be a reasonable and high incentive salary structure, the staff Career Planning and the welfare policy in enterprise, so as to achieve the most effective incentive purpose.It is detailed described all of the content of the GoEasy’s performance management program in the forth chapter. Being based on the GoEasy current status, the next step of GoEasy strategic direction is how to get the profits, it need identify. To meet this strategic direction, staggered strategic objective is set down in GoEasy and the BSC and MBO are made use of in order to ensure the realization of strategic objectives. According to the stage objectives, the sector’s performance plan is set down by the manager of the enterprise sector. Based on the department’s performance plan with the line manager to explore, all of the people ultimately develop their own performance plan. Because the market and customer needs are constantly changing, the function of adjusting the performance must be included in performance management plan. The sustained and effective communication as well as organized, systematic collection and analysis of information need take in order to ensure the successful implementation of performance plan. As the performance appraisal of evaluating the employee’s performance, some principles must be abided by, such as the opening and transparent principle, the complementary principle, the fair and just principle, the close relation principle of the people that evaluates others and the people that is evaluated, the principle of keeping some performance results secrecy and the principle of full participation. With these principles guidance, the man whose work is performance evaluation makes use of the right evaluation methods and gives the evaluating results to employee’s performance according to the flow and effectively utilizes the results after one performance period in order to enhance the self-management and advance the outstanding achievement. The programme has been implemented in GoEasy Co., Ltd., some progress has been made, and the measures have been authorized by staff. At present, employee satisfaction increased and staff turnover rate shows downward trend. In the concluding part, an increasing number of domestic software enterprises have realized that the performance management must be in an important position in the company, the performance management system was introduced to the practice of the business management. But software companies also need to gradually build up the correct concepts of human resources. This set of performance management programme completed on the basis of the status quo of the GoEasy Co., Ltd., However, performance is still quite wide content management, according to future development needs, it is specified that the strategy and human resource management need integrate to build up the correct concepts of human resource in the GoEasy Co., Ltd..In short, the GoEasy Co. relies on constant innovation and overcoming the difficulties, and removing obstacles to make it develop since its inception. However, to maintain the growing trend, this requires company managers to maintain a sober mind, and recognizing shortcoming and the management problem in the course of their own development, and take the initiative to find a solution. So the performance improvement will be the milestone on the GoEasy development road to lay the foundation for improving management capacity.更多还原