论文定稿模板.doc

广东工业大学 华立学院本科毕业设计（论文）——以广东省技术经济研究发展中心为例 论文题目 系 部 管理学系 专 业 人力资源管理 班 级 08人力资源管理1班 学 号 学生姓名 王凯琪 指导教师 2012 年 5 月 摘 要 随着知识经济时代的到来人力资源早已取代自然资源成为中国科研型事业单位获得竞争优势的核心资源。而科技人才是科研型事业单位人力资源中的最优质的人力资本如何最大限度地发挥科技人才的人力资本价值、挖掘其工作潜能就成为科研型事业单位的必不可少的基本能力之一。而建立一个科学高效的绩效管理体系就是解决此问题的关键所在。就目前的现状来看建立起绩效管理体系的科研型事业单位也存在很多问题致使事业单位的经济效益和服务质量都不高。总之由于科研型事业单位的内外部环境不同受到的各种干扰因素也不尽相同因此科研型事业单位在构建绩效管理体系的过程中要具体问题具体分析因地制宜的开展绩效管理工作。 。Abstract With the advent of the knowledge economy, human resources which have replaced the natural ones are becoming a competitive core resources for the Chinese Scientific Research-based Institutions. And technology professionals are the highest quality human capital in research-based human resources. How to maximize the value of human capital and to tap maximum working potential are becoming the essential basic capacity of Scientific Research-based Institutions. However, the key point to solve this problem is to establish a scientific and efficient performance management system. Either the organization or individual staff, performance management is a very significant management work. However, our country for performance management research is still in the exploration and early stage in the public sector especially in the research institutions. Currently, the performance management system of the Scientific Research-based Institutions has also many problems, which lead to the economic benefits and service quality not highly. In short, because the actual environment is different, and a variety of confounding factors are not the same. So, it is not possible if research- based institutions want to design a universal system of performance management. Therefore, research-based institutions should develop a realistic performance management system to carry out specific issues and problems, according to the local conditions.?Firstly, this paper describes the