Research On R&D Personnel Performance Checking System Of Hunan Tobacco Industrial Co., LTD

With the coming of knowledge economy era, human resource and human capital become the dominant element that increase value more than any other capital, no matter in knowledge innovation or in hi-tech research results application. As the principal part of technology innovation in an enterprise, R&D personnel become the most active core human resource, and their influence on competition advantage increases steadily. Moreover, R&D personnel are differing from other staff on performance evaluation, research results judgment and stimulation method because of their outstanding working characteristics. Therefore, it is positive to develop a set of reasonable performance management system for R&D personnel to help them improve ability and inspire their enthusiasm and innovation.Guided by the Key Performance Indicator theory and Balanced Scorecard theory and according to the working characteristics of the R&D personnel, we analyzed the current performance management of R&D personnel in Hunan Tobacco Industrial Co., LTD (HNTI) on the basis of domestic and overseas research achievements on performance management. And some problems are found, such as the performance management system being not strategy-oriented, the checking methods being not reasonable, and performance checking results being not applied completely.After that, we redesigned the performance management system for R&D personnel. Because of their difficult performance measurement and different working responsibility, a special performance checking system based on personnel classification must be set up. So we use the different checking methods to the different personnel. For example, the senior R&D personnel should be evaluated by project performance, team performance and personal ability. The middle level of R&D personnel should be dominantly evaluated by project performance and the assistant R&D personnel should use KPI method. We also figure out great attention should be paid to the effective combination of the performance checking and incentive system, modifying the performance checking methods constantly, nurturing the environment of the performance checking, and guarantying the operation of the performance checking system from the corporation culture, structure and institutions. At last, we point out the modifying direction of the scheme. We still must research further about how the system should be combined with other module of the human resource and organization structure, performance procedure and corporate culture, and how we separate Key Performance Indicator rationally due to the complexity of the Researches and Developments'work.The conclusion of this article provides the reference for HNTI to modify the current performance management system of the R&D personnel and improve their sustainable innovation ability.