Research On The Performance Appraisal System Optimization For R&D Staff Of GL Company

As we all know,in the current ear of technological economy,the technical R&D staff of enterprises play an important role in the development of enterprises in market and promote the progress of the society.Accordingly,how to manage them and develop effective incentive mechanism is an important issue for us.There is no basis for management without consideration.How to evaluate the performance of R&D staff in objective and effective way is a difficult issue for enterprise management because of the various functions of R&D Staff and multi-dimensional evaluation methods.Based on the the analysis of performance appraisal status,the author found the following problems: Single,incomplete performance assessment indicators and the weight lacks of objectivity.The principle of punishment-based performance assessment is simple and crude.And other problems such as unclear validity period,ambiguous standard,inequity,and low application efficiency of performance appraisal.Therefore,this paper focuses on the performance features of R&D staff.For example,work results cannot be quantified,team-oriented and time lags,lack of professional performance appraisal,risks and so on.So the author comprehensively examines the work results,abilities,and behaviors of employees combining with the characteristics of R&D staffs in actual work of GL company.And then the author designs the contents in detail such as weight,work saturation,establishment of weight distribution according to key performance indicators,assessment criteria requirements according to different levels,performance appraisal cycle and process from the perspective of expert technical committee,R&D staff technical rank,R&D project grading in order to inspire employees to improve their performance.Through process optimization and the establishment of expert technical committees,the author arranges and evaluates the grade,content,progress,budget and results of the projectwith the project leader.Through technical division,R&D staff will clear understand their job grades and the gap between other employees.And it will have a incentive effect.Through rank the project of R&D staff,the current work saturation will be reflected and R&D staff will match project categories according to their job grade and arrange employees to complete the tasks.By designing the work saturation of R&D staff,the author reasonably allocates and speed up R&D projects.Through management by objectives,behavior elements assessment,questionnaire,Delphi method,the author identified 12 key performance indicators to measurework results,ability,behavior and establish related weights.According to 8 key performance indicators,the author sets the evaluation standards of three level technical R&D staff in order to match the actual work ability.By establishing multi-dimensional assessment process and comprehensive evaluation of employees,the assessment results will be feedback to employees in time.In order to ensure the smooth implementation of the performance appraisal,the author put forward a company culture that is oriented by performance appraisal to strengthen the training and popularization of the company's performance appraisal mechanism and improve the effectiveness of its application.All these measures will provide a new way to find a performance appraisal of R&D Staff in enterprises and also provide actual cases to staff's performance appraisal in other enterprises.