【作者】 孙垠；

【导师】 吴冲；

【作者基本信息】 哈尔滨工业大学 ， 管理科学与工程， 2010， 硕士

【摘要】 当今世界已经进入了知识经济时代,知识和人才是经济社会发展最重要的因素。发展中国家与发达国家之间的差距归根结底是掌握和运用知识与人才培养两方面的差距。加强我国科技知识与创新能力的建设意义重大。尽管知识型员工在企业中所占的比例日益提高,其作用日趋重要,管理者对知识型员工的重视程度也日趋增加,但针对知识型员工绩效管理的研究却不多见,而现行的种种绩效管理思想和方法大多与知识型员工的特点存在着一定的冲突,并不能直接应用于知识型员工的绩效管理。因此,非常有必要针对企业中尤其是科研院所中知识型员工的绩效及其管理进行系统研究。本文对知识型员工的绩效考核体系进行了全面系统地分析和研究。首先阐述了论文的研究目的和意义,国内外研究现状,介绍了绩效考核的相关理论知识。其次对知识型员工的工作机理进行充分研究,分析了知识型员工个性特征、能力特征和工作行为的特征,分析了知识型员工工作性质及工作机理。再次经过对当前企业知识型员工绩效考核的主要作法的分析,总结了其中存在的绩效考核体系设计不够科学化、绩效考核缺乏公平性、考核结果没有得到有效的反馈、对绩效考核结果的运用与处理方式不当等问题,并分析了产生这些问题的原因。接着,结合绩效考核理论知识,以知识型员工为研究对象,构建了绩效考核指标体系,并设计了一套科学、合理的绩效考核体系。最后进行了实证分析,结合航天某所的实际情况,将设计的绩效考核体系试用推广,并结合绩效考核的体系和考核结果,构建了该所的知识型员工激励方案。更多还原

【Abstract】 In today’s world has entered the era of the knowledge economy, knowledge and talents of economic and social development is the most important factor. Developing and developed countries the gap between the final analysis, is to master and apply knowledge and talents to train the gap. Despite the knowledge-based employees in enterprises as a proportion of increasing their role has become increasingly important, Managers of knowledge workers to the increasing degree, But in a knowledge-based performance management staff study has been rare. and the current variety of performance management ideas and methods with the most knowledge-based staff of the existence of certain features of the conflict, and can not be directly applied to a knowledge-based performance management staff. Therefore, it is imperative for enterprises, especially in the research institutions of knowledge-based employees and the performance management system.In this paper, the staff’s knowledge-based performance appraisal system for a comprehensive systems analysis and research. First expounded on the thesis research purposes and significance of the research, introduced a performance evaluation of the relevant theoretical knowledge. Second, knowledge-based employees working mechanism for a full study, analysis of the knowledge-based workers personality characteristics, and the ability of the characteristics of a knowledge-based nature of the work and staff working mechanism. After again on the current knowledge-based enterprises staff performance appraisal practices in the main analysis, which sums up the performance appraisal system design not scientific enough, the lack of a fair performance evaluation, the results of the exam were not effective feedback on the results of the performance evaluation and use improper methods of dealing with such issues, and analyzing the reasons for these problems. Then, combining theoretical performance assessment, knowledge-based staff to study and built a performance evaluation index system and to design a scientific and reasonable performance evaluation system. Finally, the empirical analysis, with a space the actual situation, will design the performance appraisal system probationary promotion, and the combination of performance appraisal system and the results of the exam, constructed by the staff of the knowledge-based incentive programs.更多还原