A Performance Appraisal System For The Research And Development Staff Of The MR Corporation

This thesis is based on a enterprise case. The MR is a high-technology corporation that provides the data communication equipments for the enterprises. Forty percent of the staff in the MR are research and development(R & D) ones. They are the source power of activity and creativity of the MR. The MR corporation has succeeded because its research-development staff created so many excellent products which were popular with its customers. However, the performance appraisal of the MR still are the traditional performance appraisal methods. The performance appraisal methods of MR has the flowing serious issues:the indicators are not consistent with the strategy; the performance appraisal methods inappropriate for R&D staff who have intensive knowledge and high intelligence; Most of the performance appraisal indicators are only qualitative, not quantitative; The performance appraisal owners don't match with the strong matrix organizational structure of the MR; And there are no communications and feedback in performance appraisal. Therefore the performance appraisal has become a barrier to MR, and the efficiency of R&D staff in MR is not as efficient as its competitors. On the basis of researching the performance characteristics of R&D staff and analyzing the situation of performance appraisal in MR, a performance appraisal system on R&D staff is constructed by using the subjects of management science, human resource management, organizational behavior, statistics, strategy management and project management and other disciplines theory. The performance appraisal system is based on the Balanced Scorecard. The Balanced Scorecard indicators are derived form the corporation strategy; The indicators weight is calculated by the analytic hierarchy process(AHP) and quantitative appraisal is achieved; That the project manager is authorized to appraise the project member's performance matches the strong matrix organizational structure; The performance of R&D staff is composed of behavior, capability and outcome, but the outcome is main indicator; The mechanism of communication and feedback is built to resolve the problem in evaluation. At last, the implementation process of the performance appraisal system in MR corporation is described in details. Some of the performance appraisal methods have been implemented in the MR corporation, and that the performance of the R&D staff get promoted proved the method is partly effective. This performance appraisal system in this thesis can be referenced by the same or similar high-technology IT corporation.