CI軟件公司R&D人員績(jì)效考核體系設計

   技術(shù)創(chuàng )新是軟件企業(yè)生存和發(fā)展的基礎，R&D人員是軟件企業(yè)中最活躍的核心資源，是企業(yè)技術(shù)創(chuàng )新的源泉和發(fā)展的關(guān)鍵，是企業(yè)核心競爭力的體現。這部分人的績(jì)效考核不僅關(guān)系到他們的薪酬、調遷、升降、獎懲等，也決定了企業(yè)吸引、保留、激勵研發(fā)技術(shù)人才的能力，從而從根本上決定了軟件企業(yè)的核心競爭力并最終決定了企業(yè)的興衰。
    由于軟件企業(yè)的管理者對績(jì)效考核的概念、目的和意義等理解不夠準確，在對員工進(jìn)行績(jì)效考核時(shí)容易產(chǎn)生誤差，不注重對考核對象的工作分析、績(jì)效結果的反饋，使績(jì)效考核的效果受到影響。尤其是R&D人員及其工作的特點(diǎn)決定了對其考核有更大的難度。本文以一家軟件公司一C1公司R&D人員績(jì)效考核問(wèn)題為研究方向，以對R&D人員的特點(diǎn)分析為切入點(diǎn)，針對公司績(jì)效考核制度不完善，績(jì)效水平不高的關(guān)鍵問(wèn)題，以人力資本及績(jì)效考核的相關(guān)理論為指導，基于對R&D人員的工作分析，結合關(guān)鍵績(jì)效指標法，平衡計分卡、 360度反饋評價(jià)體系等理論，對CI公司R&D人員績(jì)效考核系統進(jìn)行了重新設計。本文主要采用
層次分析法與專(zhuān)家意見(jiàn)法確定指標的權重。并對其考核周期、考核指標和權重等
提出了一些建議。
    本文的研究成果，對CI公司完善績(jì)效管理、提升公司研發(fā)水平具有重要的參考和實(shí)踐價(jià)值，同時(shí)也為軟件行業(yè)其他企業(yè)如何構建、完善績(jì)效考核系統提供了一個(gè)可以借鑒的案例。

    Abstract
    With technological innovation as the basis of the existence and development of the software enterprises, R&D employees are considered as the most active core resource, the critical point of development and technological  innovation,  and the  core competitiveness  in software companies. Performance evaluation on them not only influences their salaries,  promotion,  rewards  and  punishment,  but  also  determines company's ability of attracting, holding and encouraging R&D talents, which  can affect the core  competitiveness  and future  of  software companies.
    The performance evaluation may be spoiled when managers have an inaccurate understanding of the concept, purpose and significance of Performance  evaluation  or pay  insufficient  attention  to  feed  back evaluation  results.  What's  worse,  the  difficulties  of  Performance evaluation will be greatly increased when it comes to R&D employees due to its characteristics. Based on relevant theories of human resource and  Performance  evaluation,  the  paper  gives  an  analysis  of  the characteristics  of  R&D  employees  and  redesigns  the  Performance evaluation system of R&D employees of CI Software Company by the method of key Performance index, equation scorecard, and 360 feedback evaluation systems. What's more, suggestions are given to the evaluation cycle, evaluation indexes and weight, which are determined through AHP and expert .evaluation.
    The paper is of great value for perfecting performance management and enhancing R&D level of CI Company and can also be used as
reference to establish and perfect performance evaluation system for other software enterprises.

目錄
1導論..........................................................................................................................1
選題背景與意義.............................................................................................1
研究?jì)热菖c方法.........................................................................2
，土勺一
11 1.1
    1.3研究思路與框架結構.....................................................................2
    1.4主要貢獻.........................................................................................................3
2績(jì)效考核相關(guān)理論綜述...........................................................................................4
  2.1績(jì)效的基本概念.............................................................................................4
    2.2績(jì)效考核的基本概念.....................................................................................J
    2.3績(jì)效考核理論基礎與常用方法….....:............................................................6
    2.4績(jì)效考核的意義...........................................................................................10
    5.J軟件企業(yè)R&D人員概述.............................................................................10
    2.6我國軟件企業(yè)R&D績(jì)效考核現狀與問(wèn)題分析.........................................13
3 CI公司R&D人員績(jì)效考核體系現狀...................................................................17
    3.1西安CI軟件有限公司概況.........................................................................17
    3.? CI公司人力資源管理現狀..........................................................................20
    3.3 CI公司R&D人員績(jì)效考核現狀................................................................20
    3.4 CI公司R&D人員績(jì)效考核存在問(wèn)題........................................................24
    3.5存在問(wèn)題的原因分析...................................................................................25
4 CI公司R&D人員績(jì)效考核體系設計思路與方案...............................................30
    4.1考核體系設計思路…....................................................................................30
  4.2績(jì)效考核基礎工作.......................................................................................31
    4.3績(jì)效考核指標體系具體設計方案...............................................................37
  4.4考核評分標準范例.......................................................................................54
    4.5考核結果的運用...........................................................................................55
5績(jì)效考核體系支持保障措施.................................................................................. 56
    5.1改善績(jì)效考核基礎環(huán)境...............................................................................56
    5.2建立與績(jì)效評估相關(guān)的技術(shù)等級制度.......................................................56
    5.3建立具有激勵作用的薪酬體系，..................................................................57

                                                                                                                                           

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