The Performance Appraisal Of R&D Personnel In High-tech Enterprise

The typical feature of high-tech enterprise, comparing with tradition enterprise, is highlighting the research and development of human capital. The R&D personnel are the core strength for the development of new products and have a direct impact on the competitiveness of enterprises. The R&D personnel's quantity, quality, management of research and development activities are specifically manifests of size and strength for the high-tech enterprises. The purposes of performance appraisal are not only used for reward and punishment, but also provide the basis for the capacity development of R&D personnel, achievements improvement and career planning. The effective evaluation of R&D personnel's achievements is of great significance for inspiring the enthusiasm of R&D personnel, and improving the efficiency of R&D personnel.The R&D personnel's performance appraisal is an interdisciplinary subject, this article uses the method of theoretical analysis, quantitative and qualitative analysis, management science, mathematical models, systems engineering and other scientific theory. It uses mathematical modeling, systems analysis, statistical analysis and other methods to analyze and process the achievements of R&D personnel.The article first describes high-tech enterprises and research personnel and then combines with the performance appraisal theory, from three perspective aspects; it is "results" (achievements), "behavior" (attitude), and "ability" to define the achievements of R&D personnel. Then, it use "Management by Objective" and "Balanced Score Card" method to create indicator system for performance appraisal; it use AHP model to enable the weight of indicators. The performance appraisal s is decision problems that are based on a multi-level and multi-target's indicator system, for performance appraisal is ambiguity, subjectivity. This article use membership degree functions to process quantitative and qualitative indicator dates. The membership degree functions of the quantitative indictors that is "results" indictor dates are established by applying the and gray and marginal utility theory; The processing of qualitative indicators that are "attitude" and "ability" indicator dates uses membership degree functions of fuzzy comprehensive evaluation method. Because the indictors include quantitative and qualitative indicators in this article, fuzzy comprehensive evaluation method mainly processes synthesis appraisal of the qualitative indictors; therefore this article introduced the integrated AFA synthesis appraisal method to carry on the comprehensive performance appraisal of the R&D personnel. It introduces the Gray cluster, the System cluster and 0-1 data cluster...