Research On Improvement Of Performance Evaluation System Of R & D Designers In Lanshi Research Institute

Performance appraisal is an important part of performance management.Many enterprises at home and abroad have realized its importance and clearly realized the importance of a sound and effective performance appraisal system for the healthy and orderly development of enterprises.Nowadays,among all the factors that affect the ability and the level of the enterprise to improve the management and management,human capital has gradually become an important resource for the enterprise to improve the core competitiveness.Only by fully digging and utilizing the human resources can the enterprise become competitive and develop in the long run.Balanced scorecard and key performance indicators can decompose the strategic objectives into practical management tools.From the four dimensions of balanced scorecard learning and development,internal management,customer and finance,the useful indicators for the development of enterprises are selected,and the performance evaluation scheme that conforms to the development of enterprises is worked out through the selection of key performance indicators.It will play a vital role in the realization of the strategic goal of the enterprise.As the only scientific research unit under Lanshi Group,Lanshi Research Institute mainly undertakes the scientific and technological innovation projects of the Group and various plate companies,taking on orders from outside the group while gradually marketization.The research and design staff of Lanshi Research Institute are typical knowledge workers,which makes the performance appraisal work of Lanshi Research Institute different from that of traditional enterprises.Based on the actual situation of Lanshi Research Institute and the strategic goal of Lanshi Research Institute,the key performance evaluation index is selected by using the key performance index theory,and the performance appraisal system is established by the method of balanced scorecard.After nearly a year of trial operation,the result of the improved performance appraisal system is much higher than that of the previous performance appraisal system,and the problems in the operation process are constantly adjusted.Finally,the author summarizes the overall situation and puts forward some suggestions for further research.