导　　师： 周霞;付瑜

学科专业： 1201

授予学位： 硕士

作　　者： ;

机构地区： 华南理工大学

摘　　要： 创新是企业生发展的需要,是企业常青的源泉在科技高发展的，人载了技术又创新了技术，使人成企业拥的最价值的资产作知识技术载体的知识型员工，成企业优势的定性因素和价值增值的要源泉在人才激烈的时，如何留知识型员工，如何激励知识型员工，使他们断应用新理论新方法以提高产品质，增强企业优势，确保企业成进行战略转型和升级，促进企业的持续发展成个管理者都必须思考的问题 文通过对效考理论方式的总结及回顾，于S电子公司知识型员工的特点，S电子公司的发展现状，通过文献查阅问卷调查统分析的方法，找出目前S电子公司效考体系在的问题及弊端，要运用键效指标KPI法及采用专家咨询和层分析法AHP对专家调研结果建立数学模型，各效指标体系确定相对权，以体现方案的系统性合理性和科学性，对S电子公司效考体系提出优化设，探索一种适合于知识型员工效特考结果科学合理的效考方法 新优化设效考体系后，通过对企业战略目标的层层分解，将企业战略目标 部门个人的键工作任务要效指标密联系起来，针对同岗位和人员设定了同的考评标准，打破“大锅饭”的考方式，充分体现了“化考”一导向，引入AHP层分析法及岗位价值系数，使效考权分配及结果运用更科学化，合理化同时，笔者提出了一些新效考体系方案实施的要难点及解法，新方案的利推行采取了力的保障措施及明确的目标导航，引导新方案的确及健康运行突出了效考体系的优化对S电子公司知识型员工的稳定积极发展及公司战略目标的实现在着深的意 Innovation is the demand of enterprise survival and development, is the source ofenterprise longevity. In the high-tech era, the person carrying the technology and createtechnology, make people become the most valuable asset of enterprises. Knowledge staff, as a carrier of knowledge and techniques, that has become an importantsource of decisive factor of competitive advantage and value-added for enterprises.In the era of talent competition, how to retain knowledge staff, how to motivateknowledge staff, so that they constantly apply new theories, new methods to improve thequality of product, enhance the competitive advantage of enterprise, to ensure the successof the enterprise strategic transformation and upgrade, promote the sustainabledevelopment of enterprises, which has become a problem for each manager to think about.Based on the summary and review of the theory of performance appraisal, in view ofcharacteristics of knowledge staff, the current situation of the development of S electroniccompany, use methods literature review, questionnaire survey, statistical analysis to findout the existing problems and disadvantages in the current performance appraisal systemof S electronic company, mainly using of key performance indicators /(KPI/) method andthe analysis of expert consultation and analytic hierarchy process /(AHP/) to set up themathematical model for expert research results, to determine the relative weight of eachperformance index in the system to reflect the new system’s systematic and scientific, putforward the optimization design of the performance appraisal system of S electroniccompany, to explore a suitable performance evaluation methods on the performance ofknowledge staff characteristics and evaluation results of scientific, reasonable. After the optimization design of performance appraisal system, through the decompositionof the enterprise strategic target, to set up different assessment standards for different jobsand employees based on the achievement of enterprise strategic target. The new proposalof performance appraisal system breaks the 'Commons' way of examination and fullyembodies the 'quantitative assessment of' this guide, also use the method of AHP toallocate the weighting of appraisal form and to release the quarterly bonus based on theappraisal score and post value coefficient. At the same time, the author put forward somenew scheme of the performance appraisal system of the main difficulties and solutions,provide the effective guarantee measures and clear goals navigation to guide the correctand healthy operation of the new proposal, which exists a profound significance to promote the stability and development of the knowledge staff of S electronic company andto achieve the goal of corporate strategy.

关 键 词： 绩效考核 体系优化 知识型员工 电子公司

分 类 号： [F272.92 F426.63]

领　　域： [经济管理] [经济管理] [经济管理]