【作者】 刘忠哲；

【导师】 郭京生；

【作者基本信息】 华北电力大学（北京） ， 工商管理， 2011， 硕士

【摘要】 随着中国加入WTO,中国经济融入了全球经济一体化时代的到来,企业的竞争范围也由过去区域的或国内的扩展到全球的,企业的竞争内容也由过去单一的产品价格竞争发展到全方位的特别是创新的竞争,而创新的竞争归根结底是人才的竞争。研发人员作为高新技术企业最为核心的人力资本,他们积极性和创造性的发挥,他们工作绩效的高低是决定着企业保持核心竞争力,保持可持续发展的动力源泉。设计一套科学合理的适合研发人员的绩效管理体系,对研发人员进行有效地绩效管理,对充分调动研发人员的工作积极性,提高研发人员的工作绩效具有十分重要的意义。本文以博纳电气公司为研究对象,通过对博纳电气公司研发人员的特点以及绩效管理现状的分析,发现博纳电气公司研发人员绩效管理中存在的问题,从博纳电气公司实际情况出发,设计出针对性强的、科学适用的博纳电气研发人员绩效管理体系,强调绩效管理是一个持续的过程,探讨了绩效计划、绩效监控与指导、绩效考核、绩效反馈和绩效结果的应用等内容,并对考核对象与考核者、考核方式、考核周期、考核指标以及权重分布提出明确的要求,以达到调动研发人员的积极性、主动性和创造性,使企业能够更好的吸引人才、开发人才、保留人才,为博纳电气研发人员绩效改进提供了有效的保障。同时也为其他类似的企业研发人员绩效管理研究与实践提供一些参考。更多还原

【Abstract】 With China’s accession to WTO, China’s economy has integrated into the era of global economic integration. The competition scale of enterprises has ranged from the previous regional or national area to worldwide area. The competition content of enterprises has also developed from a single product price to all-round competition, especially innovation competition. In the final analysis, innovation competition is talent competition. Research and development personnel are the most important human capital of high-tech industries. Their enthusiasm and creativity of the play, the level of performance their works determine the enterprises maintain the core competitiveness and the sustainable power source. A scientific and reasonable performance management system, which is designed for the research and development personnel, will help personnel to fully mobilize the enthusiasm to improve the performance. The system has a very important significance to improve work performance of research and development personnel.In this paper. Banner Electric Company is the object of study. By analyzing the characteristics of research and development personnel and performance management situation, we found the problems in performance management of Banner Electric Company research and development personnel. From the actual situation of Banner Electric Company, a targeted and scientific performance management system for research and development personnel of Banner is designed. Performance management is a continuous process, which is emphasized. Performance plan, performance monitoring and guidance, performance evaluation, performance feedback and performance results of the application and so on are discussed. A clear requirement is put in the evaluation subjects and evaluation methods, evaluation cycle, evaluation indicators and the weight distribution, which is aimed to mobilize the enthusiasm, initiative and creativity and enable businesses to attract talent, develop talent and retain talent better. All of these provide the effective guarantee for the performance improvement of research and development personnel of Banner. At the same time, they also provide some reference in the research and practice of performance management system for the research and development personnel of the similar company.更多还原