Research On Performance Management System Of Research Department And Research Personnel Of YL Company

In recent years,domestic enterprises,especially high-tech enterprises,have gradually changed their focuses on independent research and development to the level of strategic development research.While at the same time,R&D departments and R&D personnel has gradually become an indispensable core force in the long-term development of enterprises.However,the outflow of R&D talents in these enterprises is severe and breakthroughs in key R&D technologies are hard to make due to the lack of experience in the management of R&D departments and relative personnel.As for the optimisation of the performance management system of R&D departments and personnel,the trends of domestic enterprises' demands are apparently heading for the direction of becoming more scientific,incentive and effective.YL is an enterprise with more than 100 independent invention patents integrating research,production and marketing of high-tech materials.The company took only 3years' time to finish the whole process from research to production.Depending on its main materials and relating products,it has became the second enterprise in the world with independent intellectual property rights in the industry with its production capacity reaching ten thousand tons.But with the the company evolving at a fast pace,issues like difficulty in introducing R&D technical talents,large outflow of talents and slow innovation speed have gradually attracted the attention of the company's senior management team on R&D departments and technicians.Find the effective solution for the above issues has occupied the top priority of YL's future development.This paper has made a comprehensive analysis of R&D departments 's performance management operation process of YL company with the basic theory of performance management as a starting point,together with the application of literature research,questionnaire investigation,comparative analysis and system analysis method to find out the deficiencies of the current performance management system as well as the reasons lying behind.This paper reflects that performance management is both scientific and effective by supplementing and optimising all linksof the current performance management of R&D department and R&D personnel,particularly problems like unclear goals,ineffective assessment,poor communication and insufficient guidance.This paper improved the target management of R&D departments and R&D personnel.As for performance assessment,the paper changed from single assessment tool to the combination of various tools so as to achieve multi-dimensional assessment.At the same time,this paper has developed effective performance communication channels and finally established a complete performance management model that is closed-loop.In addition,the author has also made attempts to improve the continuous performance improvement of knowledge talented employees,in order to provide reference for YL's actual performance management work.