H研究所研发人员绩效考核存在的问题与解决策略.docVIP

PAGE PAGE 49 摘要 在科研院所中，科研工作具有长期性、不确定性与团体协作性等特点，所以对研发人员的绩效考核研究是一个十分复杂的过程。虽然经过多年的研究和实践，但由于受到计划经济时代人事管理系统的影响，目前对工作绩效难以量化的研发人员的考核工作仍处于探索阶段，没有适用于科研院所科学合理的绩效考核体系。所以，构建一套高效度的绩效考核体制，不仅能够给科研院所管理决策提供科学依据，还有利于组织实现战略目标，并且绩效改良还能够激发科研人员的工作积极性，对于员工与机构的同步成长和共同发展有促进作用。 本文以H研究所员工绩效考核工作为探索方向，从H研究所的现实环境出发， 剖析不同绩效考核方法的优点和不足，经过调查与访谈实施工作剖析，制定各个机构的工作目标，并通过平衡计分卡和关键绩效指标定义考核目标，并且利用层次分析法确立各指标的所占比重，进而组织一套贴切实际、行之有效的绩效考核制度。（新216）另外，预测了新的绩效考核体系在实施过程中可能遇到的问题，提出保障措施与解决方案，为H研究所今后的发展提供对策。 关键词：科研院所，绩效考核，体系建立  Abstract In scientific research institutes, research work is a long-term, uncertainty and group cooperation characteristics and so on, so the research on the performance evaluation of R D employees is a very complex process. Although after years of research and practice, but due to the impact of the personnel management system of the planned economy era, the work performance is difficult to quantify the R D personnel assessment work is still in the exploration stage, not suitable for scientific research institutes of scientific and reasonable performance appraisal system. Therefore, to establish a set of effective performance appraisal system, can provide scientific research institute management to provide a scientific basis for decision-making, is conducive to the organization and to realize the strategic target, at the same time performance improvement work to motivate R D personnel, promote common development of employees and organizations. In this paper, the H Institute staff performance appraisal practice as research direction, starting from the actual circumstance of H, analysis the advantages and disadvantages of different performance appraisal methods, job analysis through investigation and interview, the objectives of the department, and the use of the balanced scorecard and key performance indicators to set performance goals, and at the same time, using the analytic hierarchy process to determine the weight of each index, so as to construct a set of feasible performance appraisal