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上海交通大学硕士学位论文德亚公司绩效管理体系项目的建立及思考姓名：康健民申请学位级别：硕士专业：项目管理指导教师：诸葛海;马忠德20080501IABSTRACTIIPERFORMANCEMANAGEMENTSYSTEMESTABLISHMENTINDE-YACOMPANYANDRELATEDTHINKAbstractInrecentyears,theChineseautomotivemarketgrownuprapidlyandthecorrelativeautomotivecomponent’scompanyalsohadquickdevelopmentinChina.InordertokeepcompetitioninChineseautomotivemarket,manyforeignautomotivecomponent’scompanybuildupR&DcenterinChina,thatmakesproductengineerswhoworkedinautomotiveindustryinthesituationas“demandsexceedssupply”inChinesehumanresourcemarket.Bothproductengineersandenterprisesgethugeinfluencefromthissituation.Fromoneside,productengineershavelotsofchancetojumpfromonecompanytoanotherforhigheroffer,buttogetsuccessoftheircareer,theyneedtostayinonecompanyforlongtimetoimprovetheirability.Fromotherside,toincreasethecompetitioninthemarket,enterpriseshavetopayalotforengineer’straining,butwiththeengineer’sleft,enterprisesgetahugeloss.Howtokeep“win-win”situationbetweenengineersandenterprisesbecomesthekeyjobforhumanresourcemanager,modernperformancemanagementtheorybasedon“peopleoriented”philosophystarttobewidelyusedinmanyenterprises.ThisdissertationoriginatesfromthepracticalhumanresourceprobleminDE-YAcompanywhichisanAsiaR&DcenterofGermanautomotivecomponent’smanufacturinggroup.Duringthreeyears,theproblemstartedwithperformanceevaluationconflictandlateritbecametonopositivityofallengineers.Inordertoreachthestrategytargetofcompany,ImadeadeepstudyincludingproductstudyengineerabilitystudycommunicationproblemstudybasedondifferentculturebetweenChineseandGermanwithprojectmanagementtools;alsoIestablishedtheperformancemanagementsystemandperformanceevaluationIIIsysteminDe-Yacompanyinordertoencourageengineersimprovingtheirperformance.AllideasofthisdissertationcamefromallemployeesinDe-Yacompanywithperfectteamwork,andalsoweareworkingwiththeseideasinourdailywork.Ihopethethinkingwayandsomestudymethodinthisdissertationcouldbeusefulforothercompanyasreference.KEYWORDSProjectManagement,PerformanceManagement,PerformanceEvaluation,CultureDifferencebetweenChineseandGerman,R&DCenter11.1,200520051702005570200627.6%7281900~1957453.535175,,130BENZBMWVWGMFORDDCPSATOYOTAHONDANISSAN1522199442005121.2(domorewithless)1~21.320052005350%75%25%40~6010040%~60%200620072007201012241.41513010020200101537226000237822721(3102251123121161994420043200512007372.176520057131850%75%40%~60%30%50%100%100%10%20058416141/3942250%75%1420052006200672007112102007212341234112.219942005200712123-3D2D-3D2D--4131452.315:1:2:34563121631234121732.41,23451812:1:192:;3:;4:5:12345:123,20MBA42.5213.1::;6():22::207090:;;;;:(1)(2):(3):;;;(4);(5)237(1)Ab.c.d.e.ebAed241;;::CSF(KPI:KeyPerformanceIndicator)(BSC:Balanced25Scorecard).KPIKPIKPIKPIKPIKPISMART(Specific)(Measurable)(Attainable)(Realistic)(Timebound)KPI3.22007200720088///261200732200743200754200785.200796.20081200872008720073.2.1IS0/TS1694920103.2.22~327WBS1--CATIA3D2D----------2----------------3--284----SAP--189Fig9SkillAnalysisforProductDesignTeam11.11.21.31.4CATIA1.1.11.1.21.1.31.1.41.1.51.1.61.2.11.2.21.2.31.2.41.2.51.2.61.2.71.2.81.3.11.4.1SAP1.4.21.4.3291--CATIA----ISO/TS16949--------2------------3----1510303WBS2007ISO/TS1694922.12.22.32.1.32.1.42.1.52.1.62.2.12.2.22.2.32.2.42.2.52.2.62.3.12.1.2CATIA2.1.12.1.72.3.2313.2.3155=4=3=2=1=2164:47422132(1)2.753.802.543.270123453223.83.27,2.752.543(2)2.42.53.63.32.52.24.23.93.43.72.82.72.02.74.14.432.92.82.82.900.511.522.533.544.55352.52.02.22.42.52.553.74.44.24.13.93.7333.3KPIMBOKPIKPI123MBO2050.F.:(1)2);(3)(4).34(5)(6)3.3.1ISO/TS16949+3.3.21Planning12Do26353Check74Action785.Planning76Do8127Check18Action1236PDCA113.4(Planning)12(Do)2~6(Check)72(Action)78(Do)8~12(Check)12(Planning)72(Action)12373.4.11234PDCA1Planning382Do3Check4Action3.4.21391.402.a.--b.--C.--d.--3..------/------------/------3.5141234424.13123:SMART1SPECIFIC2MEASURABLE3ACTION-ORIENTED4REALISTIC5TIME-ANDRESOURCE-CONSTRAINED434.22006130%449~107~85~63~41~21.110%1.210%1.310%44230%559~107~85~63~41~22.110%2.210%2.310%340%64569~107~85~63~41~23.110%3.220%3.310%+=40%30%1246340%20%4.3KPIMBO477735%40%25%100%40%35%25%4.3.1:4811.11.21.322.12.22.333.124935%75%885%5%5%5%5%5%5%35%4.3.2:50KPI11.11.2:1.3:22.13ISO/TS16949KPI11.1511.2:1.3:22.1440%49915%10%5%10%40%52ISO/TS169492008212534.3.35454111010-4-255-2-2-2521111-4-256-2-2-ISO/TS169492625%55%574.412KPI3585.120072007200815.1.15920051PDCA5.1.2605.1.31WBSWorkBreakdownStructureWhatHowWBS25.2PDCA6120087PDCA362[1].MBA[M].2002[2].[M]2006[3].[M].2002.[4].[M].2006.[5].[M],2002.[6][M],2004.[7][D].,2002.[8][D]2004.[9][D]2005.[10][D]2002.[11]RaymondA.NoeJohnR.HollenbeckHumanResourceManagementGainingaCompetitiveAdvantageThirdEditionIrwinMcGraw-Hill2000[12]S.WilsonM.C.DisselD.R.ProbertB.R.KatzySustainingProductInnovationintheNewEconomy:TheCaseofSiemensSwitzerlandIEEE2002[13]A.H.Wood-Kline&J.P.EvansImprovingDevelopmentPerformanceinGrowingCompaniesPAConsultingGroupIEEE2002[14]JenniferM.George,GarethR.Jones.UnderstandingandManagingOrganizationalBehavior[M].:2002.[15]RendyL.Desimone,JonM.Werner,DavidM.Harris.HumanResource