摘 要在当今社会面对竞争原来越残酷的市场经营环境，绩效管理作为一个公司的战略、资源、业务和行动有机结合的完整的管理体系，己经被企业决策者予以高度的关注。而作为企业技术创新主体的研发人员越来越受到企业的重视，对研发人员实施科学、合理、公正的考评，己成为研发管理工作的一个重点。但是我国现有的很多企业对研发人员绩效管理认识不够，绩效管理体系很不完善，甚至有的企业根本就没有只对于研发人员专门的绩效管理体系。本论文首先介绍了有关绩效管理的相关理论，并对国内外有关研发人员绩效研究现状进行分析，总结出我国现阶摘 要
在当今社会面对竞争原来越残酷的市场经营环境，绩效管理作为一个公司的战略、资源、业务和行动有机结合的完整的管理体系，己经被企业决策者予以高度的关注。而作为企业技术创新主体的研发人员越来越受到企业的重视，对研发人员实施科学、合理、公正的考评，己成为研发管理工作的一个重点。但是我国现有的很多企业对研发人员绩效管理认识不够，绩效管理体系很不完善，甚至有的企业根本就没有只对于研发人员专门的绩效管理体系。
本论文首先介绍了有关绩效管理的相关理论，并对国内外有关研发人员绩效研究现状进行分析，总结出我国现阶段对研发人员绩效考核存在的主要问题；通过对AC企业研发人员绩效管理方面现状以及存在的问题进行分析，从而在各种绩效管理理论的指导下，根据绩效考核基本流程对AC企业研发人员绩效管理体系进行重新设计。
绩效管理体系设计中最重要的是绩效考核这部分，绩效考核中最为关键的是绩效指标和评价方法，这两者是员工工作的向导并体现着公司的价值取向。本文主要应用360度反馈评价体系、平衡记分卡、KPI关键绩效指标法等考核技术，设计相应的指标体系，采用层次分析法对这些指标进行设置权重，采用模糊综合评价法进行评价。
【关键词】AC企业 绩效管理 绩效考核 研发人员
ABSTRACT
In a society facing the competition was fierce market operation environment, and performance management as a company's strategy, resources and business conduct and integrity of the organic combination of the management system, had been corporate executives high attention. and as an enterprise technological innovation to develop the staff of the growing enterprise of the research personnel in the implementation of scientific, reasonable and fair evaluation and research work have become a priority management But our country a number of existing enterprises to develop performance management personnel know, and performance appraisal system is not very perfect, and even some enterprises are not only for research and development personnel performance appraisal system. Special.
This paper introduces the first performance management and related theory with the relevant research and development personnel performance analysis and study the situation of our present personnel to develop performance appraisal of the main problem is that ac ； through the business performance appraisal research personnel in the status quo and analysed problems in the performance appraisal of the theory that, under the guidance of the performance appraisal of the fundamental processes for enterprises to develop staff performance is that ac system to be redesigned.
Performance system design of the most important is the performance appraisal of performance assessment in this part, the key performance indicators and assessment is, the two are the employees work of the guide and embodies the company values. this article mainly with a 360-degree feedback evaluation system and balanced scorecard and key performance indicators for assessment of technology and design corresponding indicators, the level of analysis of these targets set in misty Weight comprehensive evaluation of the evaluation.
【 keywords 】 AC enterprise； performance management； performance appraisal； r&d personnel
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