The Improved Design Of R&d Staff's Performance Appraisal System Of Golden Sea Company Of Shaoguan

The R&D Staffs of IT enterprises have corresponding professional specialty and higher personal quality, have very high creativity and self-determination, however the working course is difficult to supervise and control, working achievement is difficult to measure and appraise directly. Their loyal on commitment of job is higher than the commitment made to enterprises far correctly. How to make effective performance evaluation to knowledge type staff and combine with other functions of human resources management, is the key to solve the problem that staff working satisfaction is not high, encourage being unable to reach maximizing, and the talent flowing rate is high of IT enterprises.This thesis is aim at solving the problem that it is difficult to do performance evaluation of R&D employees of IT enterprises. According to the concrete practice of Golden Sea Company of Shao Guan, Utilizes the balance scorecard to construct the enterprise achievements target. Based on enterprise's achievements target system, mainly is the finance, the customer, internal flow, the staff studies and develops four big kind of targets, instructs to establish various departments KPI; At the same time department's KPI also takes department Manager's KPI; Then, various departments' manager and department's related personnel again further subdivides together department KPI, decomposes thin into, various positions KPI. Thus, take company's management strategy as the starting point, has constructed based on the strategic achievements inspection system, impels the company strategy by this the implementation. This kind to the KPI system design and the construction process, its itself is unifies all staff to face the enterprise to manage the goal diligently process, also will certainly to various departments superintendent's achievements supervisory work very big promoter action.The thesis has drawn lessons from The Balanced Score Card(BSC) and Key Performance Indicators (KPI). The basic train of thought of the thesis is to proceed from the company's strategy, three levels of performance are launched according to organizational performance, department's performance, post(individual) performance, use the structure of the performance evaluation system of R&D employee as an example to explain the construction of the whole system. Carry on the achievements inspection to the staff and the department the final goal are in order to enhance the organization achievements, This article achievements inspection system design has manifested to staff individual, the team (department), between the organization the achievements cause and effect chain management, Through to individual, department achievements inspection realization organization achievements, guarantee organization goal realization.