| With the arrival of the era of knowledge-based economy,the market competition has gradually become the competition of technology.In the end,the competition of technology focuses the talent competition.The high performance of knowledge type R&D personnel is the guarantee of the enterprise’s core competence.How to stimulate the enthusiasm and initiative of R&D personnel,and inspire their potential of research and development,is the focus of human resources management in knowledge-based enterprises.How to establish a scientific performance management system to rationally evaluate and improve the performance of R&D personnel has become the key and difficult point of human resource management in knowledge-based enterprises.Hunan Oil Pump Co.,Ltd is a professional oil pump manufacturer with strongest independent R&D ability and biggest market share in China.The leading R&D ability is the core competitiveness of the company’s development.Therefore,the company attaches great importance to the performance management of R&D personnel.But its existing R&D personnel performance management system doesn’t work well,which should be optimized urgently.In view of the existing R&D personnel performance management problems in Hunan Oil Pump Co.,Ltd.,on the basis of literature reading and analysis of performance management of R&D personnel both home and abroad,with reference to research achievements and methodologies of performance management both home and abroad,considering the characteristics of R&D personnel of Hunan Oil Pump Co.,Ltd.,the study puts forward an optimized performance management system for R&D personnel in line with the actual situation of Hunan Oil Pump Co.,Ltd.Firstly,the study analyzed current performance management of R&D personnel in Hunan Oil Pump Co.,Ltd.through the questionnaire survey,and pointed out the existing problems,such as no specified performance management system for R&D personnel,the performance appraisal indicators unsuitable for R&D personnel,only one performance appraiser,and performance appraisal results not applied comprehensively.Secondly,the study formulated four performance appraisal factors for different level of R&D personnel,including design,daily work,work attitude,and innovation.The study also quantified the performance appraisal indicators and weights of R&D personnel,established the incentive mechanism related to appraisal results,set up the way of performance feedback and strengthened performance appraisal results application.Thirdly,the study introduced IT technology to assist performance appraisal.Finally,the study proposed guarantee measures for the optimized performance management of R&D personnel,including organization,institution,personnel,culture and IT.In the end,this study looked forwards to future studies on performance management for concept design and technology research R&D personnel. |
