Optimum Design Of Performance Management System For R&D Personnel In MR Company

Driven by China's "new healthcare reform",the medical device industry has become one of the most promising sunrise industries in China.With the increasing emphasis on health care services in China,the scale of the medical device market is growing rapidly.At present,the R&D and production of high-end medical devices are still monopolized by developed countries such as Japan,Europe and the United States.There is a big gap between the market share of core domestic medical devices and that of traditional medical devices.In order to narrow this gap,the state's supervision of the medical device industry is also constantly strengthened.In order to adapt to market competition,small and medium-sized domestic medical enterprises to enhance the core competitiveness of enterprises has become the top priority of enterprise development.The medical device industry is the crystallization of modern high-tech,which has a high degree of professionalism and a large number of high-tech and high-quality personnel.It is an innovative and knowledge intensive technology industry with multidisciplinary and professionalism.Therefore,the management of R&D personnel has become an important issue for medical device companies.As a representative of private high-tech medical companies,MR Medical Devices Company is involved in IVD devices such as enzyme-linked immunoassay,biochemistry,and luminescence,also facing fierce market competition.The company attaches great importance to product research and development.As the most potential resources,management of R&D personnel are increasingly valued by MR.The weak foundation of MR company's performance management construction has seriously affected the market competitiveness of enterprises.Based on the modern performance management theory,this paper takes MR company's R&D personnel performance management system as the research object.It describes the current R&D personnel performance management system,and through the analysis of the statistical results of questionnaires and interviews,paper summarizes the problems existing in the current performance management system,For example:(1)enterprise employees do not understand the purpose of performance appraisal and the concept of performance management;(2)the designed performance appraisal indicators are not reasonable and pertinent;(3)the implementation process of performance management is not complete,and lack of important communication and feedback links;(4)the lack of effective communication in the implementation process of performance management;(5)the results of performance appraisal are not carried out.Effective should wait.Because of the misunderstanding of the concept of performance management and the insufficient understanding of the importance of performance management to the development of enterprises,the strategic objectives of enterprises are disconnected from the performance management of R&D personnel.In view of some problems existing in the performance appraisal of R&D personnel in the MR company,the key performance indicators and goal management method,as well as the balanced scorecard method are fully used.Based on the strategic objectives of the enterprise,the performance appraisal indicators of enterprises,departments and individuals at all levels are redesigned,the post responsibilities of R&D personnel are defined,and the weight of-performance appraisal indicators of R&D personnel is given.Make a reassessment and confirmation.At the same time,the company has set up a performance management implementation team to advocate and publicize the necessity of performance management from top managers,pay close attention to staff dynamics,set up an effective monitoring and feedback mechanism,strengthen the implementation of performance management and the application of results,and build a more complete and scientific performance appraisal system to provide a strong mass basis and institutional guarantee for performance implementation.In order to achieve the goal of correcting employee attitudes,stimulating work enthusiasm,and promoting the realization of enterprise strategic objectives.The main innovation of this paper is to decompose and optimize the performance management objectives of R&D personnel based on MR company's strategic objectives,so as to provide a systematic empirical basis for the optimized scheme;to combine the analysis methods of questionnaire survey and interview survey,to take the internal survey data as the basis of optimization,to fully possess the employee base,and to get the support of the vast number of employees;according to medical devices.The particularity of enterprises makes this paper provide some experience and reference for the performance system reform of other knowledge-based enterprises,medical product R&D enterprises and high-tech enterprises through industry-specific research.