Research On R&D Personnel Performance Management System Of C Company

In recent years,the automobile industryhas entered the era of high-quality development,and the market competition has become increasingly fierce.In order to improve the core competence of enterprises,strengthen human resource management,effectively motivate employees to work actively,performance management has attracted more and more attention ofsenior managers.A scientific and reasonable performance management system is very important to retain the core backbone of the enterprise and motivate the staff to improve the work efficiency continuously.This paper takes the performance management system of R&D staff in C company as the object of study.Firstly,the theory related to performance is studied systematically by using the literature research method to provide the oretical support for the research,through the interview and questionnaire,the author deeply analyzed the human resource situation of R&D personnel and the current performance management system in C company.On the basis of the above investigation,the paper analyzes the problems and the causes of the problems in the performance management system of R&D personnel in C company.Finally,based on the actual situation of the company,the paper introduces the project-based management method,with the help of the key performance indicators,discusses how to optimize the performance management of R&D personnel in the project-based mode,and proposes effective solutions to improvethe performance management system of the company.C company conducts internship project management for R&D personnel,also has the current performance management system,but there are many problems:the fit between evaluation index and corporate strategy 1s not high,the performance appraisal cycle is too long,the annual performance appraisal results are not accurate and the daily work can not be improved intime;lacking quantifiable appraisal indicators,the evaluator mainly uses his subjective impression to appraise;lacking application of performance appraisal results and neglecting staff growth and development.These lead to the mismatch of employeesVork and actual income,loss of work enthusiasm and affect the efficiency of product research and development of the whole company.The purpose of the project system is to complete a task by separating personnel from each functional department into project teams.When the task completed,the team members returnto the original functional department to continue their work.This management model can effectively integrate resources and make the organization more flexible.In view of the above background,this paper decomposes the strategic goals of C company to the personal goals of employees layer by layer,according to the characteristics of R&D and the job requirements,designs the key performance indicators for R&D personnel,and selects the evaluator reasonably for the personnel according to the project node as the appraisal period.The scores scientifically allocate the performance bonuses,and making full use of the results of the performance appraisal,guiding the staff to explore the potential,self-growth,and the staff training and development to promote the other aspects of human resources work.This paper aims to optimize the design of R&D personnel performance management system,and to build a sound relatively scientific and reasonable research Personnel performance management,income distribution and the use of a unified incentive mechanism.Through establishing the correct performance appraisal orientation to improve the enthusiasm of staff work initiative and the market competition,so that the company's long-term development can be realized.