中小软件企业研发人员绩效考核评价体系研究
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摘要
伴随着中国经济的发展,中国的中小软件企业不断涌现,也不断发展。如何有效利用有限的资源,恰当的利用绩效考核来提升中小软件企业的竞争力,为企业留住人才、吸引人才成为当前中小软件企业不得不面临的一个问题。本文结合中小软件技企业研发人员及其工作特点,充分分析了中小软件企业现状和当前绩效考核在中小软件企业当中的应用情况,创造性的提出了绩效考核的目的是优化企业的研发流程提高企业的研发效率,提高企业的管理水平,用绩效考核来推动流程优化,在流程中应用绩效考评,将绩效考评实施到研发流程的每一个阶段,同时利用绩效考核的反馈信息来不断的革新研发流程。
在此观点上,结合笔者多年的研发管理经验,探讨如何来解决中小软件企业研发人员绩效考评的问题。
Along with China's economic development, China's medium-sized software companies are constantly emerging, have also developed continuously. How to effectively use the limited resource and appropriate performance appraisal to improve the competitiveness and to attract talented people become a severe problem for the medium-sized company. In this paper, the author particularly analyses the current situation of the company and the application status about Performance Appraisal according to the characters of the R & D personnel and the traits of the medium-sized software company. Based on the analysis, a creative point has been proposed, that is the target of the Performance appraisal is aimed at optimizing the developing process, improving the efficiency of development, and enhancing the management level. Using Performance Appraisal to optimize the developing process, and apply it in developing process. The Performance Appraisal should be applied in each phase of the development process, and give the feedback information to innovate the development process.
In this perspective, within the combination of the author's abundant development management experience, the paper will explore a way to solve how to set up an effective Performance evaluation system against R & D personnel in the medium-sized software company.
在此观点上,结合笔者多年的研发管理经验,探讨如何来解决中小软件企业研发人员绩效考评的问题。
Along with China's economic development, China's medium-sized software companies are constantly emerging, have also developed continuously. How to effectively use the limited resource and appropriate performance appraisal to improve the competitiveness and to attract talented people become a severe problem for the medium-sized company. In this paper, the author particularly analyses the current situation of the company and the application status about Performance Appraisal according to the characters of the R & D personnel and the traits of the medium-sized software company. Based on the analysis, a creative point has been proposed, that is the target of the Performance appraisal is aimed at optimizing the developing process, improving the efficiency of development, and enhancing the management level. Using Performance Appraisal to optimize the developing process, and apply it in developing process. The Performance Appraisal should be applied in each phase of the development process, and give the feedback information to innovate the development process.
In this perspective, within the combination of the author's abundant development management experience, the paper will explore a way to solve how to set up an effective Performance evaluation system against R & D personnel in the medium-sized software company.
引文
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[15].(美)马歇尔 W.迈耶(MARSHALL W.MEYER)绩效测量反思:超越平衡计分卡2005
[16].(美)汤姆.科普兰;亚伦.多戈夫 基于预期的绩效管理(EBM)东北财经大学出版社2007
[17].陈中武 卓越绩效管理模式 机械工业出版社2007
[18].湘财领导力发展学院 摩托罗拉模式:高绩效管理的7个黄金法则 中国建材工业出版社2005
[19].(英)安迪.尼利(ANDY NEELY)企业绩效评估 中信出版社2004
[20].孙健 360度绩效考评 企业管理出版社2003:13-34
[21].(加)罗伯特.巴克沃(ROBERT BACAL)绩效评估 机械工业出版社2005
[22].姜定维、蔡巍 KPI,“关键绩效”指引成功(世界500强都在运用的管理工具)北京大学出版社2004:49-72
[23].顾英伟 绩效考评 电子工业出版社2006
[24].鲁百年 全面企业绩效管理 北京大学出版社2006
[25].网站:http://www.perfomance-appraisal.com
[26].网站:http://www.opm.gov/perform/overview.asp#top
[2].黎琦,黎志成.研发团队绩效的模糊评价系统研究[J].武汉理工大学学报(信息与管理工程版),2004年,26(5):189-192
[3].王翌,王淑云,黄存权.研发项目团队绩效影响因素分析[J].技术经济与管理研究,2005年,(6):82-84
[4].张翠林,白思俊,郭鹏.信息化软件开发项目经理绩效考评研究仁[J].中国制造业信息化,2006,35(5):67-73.
[5].付亚和.绩效考核与绩效管理.电子工业出版社.2003:243-249
[6].徐振芳.蓝色巨人IBM公司人力资源开发与管理战略理念.2007
[7].皇甫刚.绩效考核与管理案例.电子工业出版社.2005
[8].姜汝祥.华为人力资源解决方案
[9].付亚和、许玉林.绩效管理.复旦大学出版社.2005
[10].鲁百年.全面企业绩效管理.北京大学出版社
[11].孙波、饶征.以KPI为核心的绩效管理 中国人民大学出版社2003.2
[12].武欣.绩效管理实务手册(第2版)机械工业出版社2005
[13].秦杨勇.平衡记分卡与绩效管理:中国企业战略制导 中国经济出版社2005
[14].J.M.JURAN MANAGERIAL BREAKTHROUGH企业管理出版社2005
[15].(美)马歇尔 W.迈耶(MARSHALL W.MEYER)绩效测量反思:超越平衡计分卡2005
[16].(美)汤姆.科普兰;亚伦.多戈夫 基于预期的绩效管理(EBM)东北财经大学出版社2007
[17].陈中武 卓越绩效管理模式 机械工业出版社2007
[18].湘财领导力发展学院 摩托罗拉模式:高绩效管理的7个黄金法则 中国建材工业出版社2005
[19].(英)安迪.尼利(ANDY NEELY)企业绩效评估 中信出版社2004
[20].孙健 360度绩效考评 企业管理出版社2003:13-34
[21].(加)罗伯特.巴克沃(ROBERT BACAL)绩效评估 机械工业出版社2005
[22].姜定维、蔡巍 KPI,“关键绩效”指引成功(世界500强都在运用的管理工具)北京大学出版社2004:49-72
[23].顾英伟 绩效考评 电子工业出版社2006
[24].鲁百年 全面企业绩效管理 北京大学出版社2006
[25].网站:http://www.perfomance-appraisal.com
[26].网站:http://www.opm.gov/perform/overview.asp#top