基于KPI的研发团队绩效考核体系设计--人力资源管理

人力资源论文编号:RL006 字数:22736,页数:38  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,等  

目    录
团队与绩效考核相关理论的回顾
（一）团队与团队绩效的定义...................................................1
（二）绩效和绩效考核的定义...................................................1
（二）绩效考核方法的分析和比较...............................................2
（三）相关绩效考核理论.......................................................3
二、明通股份有限公司研发团队的绩效考核分析
（一）明通公司的概况、组织结构和发展规划.....................................6
（二）明通技术开发部的概况和研发流程.........................................8
（三）公司绩效考核存在的问题................................................10
三、基于KPI的研发团队绩效考核体系设计
（一）考核测评前准备........................................................12
（二）确定团队绩效测评维度..................................................13
（三）界定个人绩效测评维度..................................................13
（四）分配测评维度权重......................................................14
（五）确定考评要素..........................................................14
（六）确定绩效考核指标......................................................15
（七）制定KPI指标...........................................................15
四、基于KPI的研发团队绩效考核体系的实施
（一）团队绩效实施的步骤....................................................21
（二）团队绩效测评的模拟实施................................................22
（三）绩效测评实施中的注意点................................................25
五、结论....................................................................27
致  谢......................................................................28
参考文献....................................................................29
附  录......................................................................30

摘    要
人力资源是企业的第一资源，人力资源管理是企业管理的重要职能之一。如何有效进行企业人力资源开发与管理，关系到企业的生存与可持续发展。而绩效考核是人力资源管理的一个重要工具，是企业实现关键目标的有效工具，又是促进激励效果的重要杠杆。
而研发关系着企业是否能够获得成功，能否保持竞争力？故研发团队的绩效考核对于一个企业来说至关重要。
本文从绩效考核的基本理论入手，在对明通股份有限公司研发团队绩效考核存在的问题进行分析的基础上，以研发流程为主要线索，运用目标管理确定团队目标和研发流程的阶段目标，再运用关键绩效指标考核法制定每个阶段的KPI指标。
本文的第一部分是对相关理论的回顾；第二部分是对研发团队的绩效分析，指出绩效考核存在的问题，第三部分是基于KPI对研发团队进行绩效考核，基于研发流程，运用目标管理和关键绩效指标考核法，确定团队和个人的考核指标；第四部分是绩效结果应用；第五部分是总结及论文存在的问题。

关键词：研发团队；绩效考核；研发流程；关键绩效指标

ABSTRACT
Human resources are the first resources of company, human resources management is one important functions of business management. How to play the company human resources development and the management effectively, relates company the survival and the sustainable development. But performance assess is an important human resources management tool, a effective tool of helping company to realize the critical target, also important lever promotes the excitation effect .
But research and development is relating the company whether can obtain successfully, whether maintains the competitive power? Therefore the performance assess of research and development team is very important to company.
On the basis of performance assess theory, foundation up the problems of   hengdian group dongci company researches and development team performance assess, taking research and development process as the main clues, using management by objectives to determine team goal and processes goal, and using key performance indicator to determine each stage KPI indicator.
The first part of article is the correlation theories review; The second part is performance assess of research and development team analysis, pointed out the performance assess questions; the third part is using KPI to performance assess, on the basis of research and development process, using management by objectives and key performance indicator, confirming team and individual assess indicator; The fourth part is performance assess result applying; The fifth part is the main conclusion and questions of the study.

Keyword: Research and development team; performance assess; process of research and development; key performance indicator