Research On Performance Management System Optimization Of R&D Personnel In A Company

Under the influence of many natural problems such as global climate change and energy crisis,the living environment of human beings is constantly challenged and threatened,the environmental problems are getting more obvious.In order to meet the needs of environmental demand and green economic development,the energy conservation and environmental protection industry rises in the world,and has become one of our country’s strategic emerging industries.In this context,A company emerged at the historic moment.As an environmental protection high-tech enterprise,Research and development personnel are the core human resources of A Company.How to develop A performance management system suitable for research and development personnel is an urgent problem for A company.This paper expounds the background and significance of R&D personnel performance management,puts forward research ideas and means,and briefly summarizes the relevant theoretical basis and literature knowledge.The status quo of the performance management of R&D personnel in A company was sorted out,and the problems existing in the planning,communication and guidance,assessment and feedback,incentive and promotion aspects of the performance management system of R&D personnel in A company were summarized by combining questionnaire survey method and interview method.The main problems in the planning process are that the company’s strategy is not closely related to performance management,the actual work is not consistent with the job responsibilities,and the evaluation cycle is set too closely.The main problems of communication and coaching are the insufficient consciousness of two-way communication,too single way of communication and neglected process of performance coaching.The main problems of the assessment and feedback are that the selection of assessment methods is not appropriate,the assessment results are not transparent and the appeal mechanism is not sound.The main problems of incentive and promotion link are that the incentive effect of performance pay is not obvious,the incentive measures are relatively single and the diagnosis promotion link is missing.Based on the reality of A Company,the performance management system of R&D personnel is optimized from the aspects of performance appraisal mode,performance management process and safeguard measures.The optimization of the performance appraisal mode includes determining the PBC appraisal method,formulating the PBC examination form for r&d personnel,adjusting the performance appraisal cycle,optimizing the performance appraisal level and promoting the link between the post level adjustment and the appraisal result.The performance management process is optimized for the corresponding problems existing in the planning link,communication and guidance link,assessment and feedback link,incentive and promotion link.The main measures of planning are to clarify the strategic objectives of the enterprise,to decompose the key tasks of the department and to sort out the job description.The main m easures of communication and coaching are to strengthen the consciousness of two-way communication,adopt a variety of performance communication methods and attach importance to the process of performance coaching.The main measures of assessment and feedback are timely announcement of assessment results,performance feedback and the establishment of a sound appeal mechanism.The main measures of incentive and promotion are to increase the proportion of performance pay,enrich incentive measures and improve diagnosis promotion.The safeguard measures include setting up performance management leading group,establishing and perfecting relevant rules and regulations,improving information management level,strengthening enterprise humanistic care and creating a comfortable office environment.This study can provide useful reference for the performance management of R&D personnel in A Company,decompose the overall strategic objectives of the enterprise layer by layer,effectively transfer,improve the sense of responsibility of r&d personnel,fulfill their responsibilities and effectively complete the performance indicators.It can provide case and data support for related theories and provide reference ideas for similar enterprises.