文档介绍：首都经济贸易大学
硕士学位论文
技术人员绩效考核体系的设计与实施——以TK公司为例
姓名:赵鸿林
申请学位级别:硕士
专业:企业管理
指导教师:赵慧军
20100315
首都经济贸易大学硕士学位论文《技术人员绩效考核体系的设计与实施》
提要

科技企业核心能力的构建以人力资源为基础,作为人力资源管理的核
心环节――绩效考核尤为需要受到重视。科技企业技术人员活动以其复杂
性给企业的绩效考核带来了很大的挑战:由于技术性产品或成果具有非标
准化或非物化的特性,技术人员的劳动成果很难用普通传统方法来进行考
衡。这迫使许多传统性绩效考核管理方法不能适用于此类技术人员绩效考
核工作。TK公司在实际绩效考核工作中,对ECU开发设计人员的考核工作也
面临这样问题。而且由于经验和管理水平有限,ECU开发设计人员目前实行
的绩效考核方法在指标选取与设计、指标权重的制定、考核方法等一系列
方面存在不足。因而在一定程度上影响ECU开发设计人员的工作积极性,甚
至导致人才流失现象发生。
本文系统论述了技术人员较其它普通工作人员的区别和特殊性,指出
因其特殊性而导致绩效考核存在的考核目标单一、方法不合理、主观判断
性较大、激励机制不健全等问题,并结合TK公司特点和实际情况,在相关
绩效考核理论指导下(如专家会议法、德尔菲法、锚定法等)针对TK公司
提出完善和加强技术人员绩效考核工作的若干方案与实施。

主题词: ECU 开发设计人员绩效考核方案实施
第 III 页共 44 页
首都经济贸易大学硕士学位论文《技术人员绩效考核体系的设计与实施》
Abstract

Establishing core capability of scientific and technological
enterprises is on the basis of human resources. As the core link of
human resources, performance should be attached importance to
especially. Large challenges of performance appraisal in scientific
and technological enterprises are just due to plexity of
technicists’ behaviors. Because of the non-standardized, even
dematerialization of technical products, it is difficult to measure
direct output of technicists correctly, which make many traditional
performance appraisal methods not applicable to performance
appraisal of technicists. Company TK also cannot solve the same
problem in its performance appraisal of ECU design technicists.
Meanwhile, due to the limits of management ability, there are lots
of other defects in current performance appraisal policy of ECU
design technicists. For example, design of behavior indicator system,
proportion, design of procedures, etc. which lead to the decrease
of initiative of ECU design technicists and severe brain drain.
This paper elaborates the difference and specificity between
technicists and mon staffs, points out some problems caused
by the specificity such as single assessment objectives,
unreasonable me