| Most of our high-tech enterprises set up their own R&D centers or R&D team,provide the impetus for the sustainable development of enterprises. R&D personnel asa technological innovation talent, has become the basis of the high-tech enterprisecore competencies. However, how to effectively stimulate the enthusiasm for thework of the R&D personnel is the key to every business to create value and gaincompetitive advantage. The establishment of an effective performance evaluation andincentive mechanism for R&D personnel will become the central task of the high-techenterprise development strategy and human resource management.Late start of the corporate human resource management theory, many businessesthe attention degree of the R&D staff is not enough incentive model and theallocation of relatively backward, not only caused by the R&D staff inefficiency, lackof innovation power, wasting a lot of R&D costs the same time cannot be quicklyfollow up the development direction of the cutting-edge technology, companies losethe ability to compete in the market, lack of energy, gradually decline. To avoid theoccurrence of these cases, enterprises are to make fast establishment of thecharacteristics of a suitable R&D personnel and business development incentivescharacteristics, which is each is especially urgent problem in the development processof high-tech enterprises.First, the theoretical basis for the design of the performance appraisal system ofR&D Center are described.Gave a comprehensive explanation for performance evaluation of concepts,methods, and the current domestic and international performance appraisal practice,which were horizontal than on the characteristics and use of various assessmentmethods.Secondly, the status of the R&D center aspects of the analysis. The first describes the overview of the R&D center, business composition, organizational structure andmode of operation. The second aspect of the nature of the work of R&D Center,characteristics and importance of development for the company. The third aspect ofthe R&D Center technical staff and management of group identity. The fourth aspectof the current problems of R&D Center and the impact on long-term development ofthe company.Again, the problems of R&D Center, to design a performance appraisal systemfor R&D center. Before conducting the performance appraisal system design, the firstclear objectives and principles of the performance appraisal system to be reached.Performance appraisal system for R&D centers to solve a range of issues, R&Dcenter is the low efficiency, high errors. The goal of the performance appraisal systemis to enhance the overall efficiency and quality, stimulate innovation and enthusiasmand the momentum of development of R&D personnel, down to every level as well aslarge-scale research and development projects put in place to provide the policy basis,also provide the basis for the daily management of the After determine theperformance appraisal system to reach the objectives and design principles, focusingon analysis of the job responsibilities of the various functions of the positions of theR&D center, to determine the indicators of the performance appraisal and the keyperformance assessment indicators, identify the assessment criteria.Finally, the concrete implementation of performance appraisal are described.Features of the history of the development of R&D Center and personnel, thedevelopment of specific assessment process approach, the establishment ofperformance goals, to form an independent and objective assessment team, a clearassessment cycle to be analyzed and assessed for the results of the assessment, andthus salaries, job and other aspects of adjustment, targeted to the development ofcareer attack planning, and to develop future training programs.At the corporate level to strive for senior leadership and department heads fromthe human, financial, and material support in terms of the performance appraisalsystem, and to strengthen the publicity of the concept of performance appraisal;focuses on the human resources department workflow comb and institutions at thedepartmental level reform; focuses on the establishment of standardized work manuals, to establish the specific means of assessment and feedback mechanisms atthe implementation level.The establishment of the R&D center performance appraisal system issuper-dimension of an exploratory test, the R&D center shoulders the important taskof the entire group product areas of innovation, to enhance the overall efficiency andquality of work in R&D center in human resources management significant for thefuture development of significance of the Corporation. |
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