Research On The Optimization Of Performance Appraisal Of R&D Department Of TX Company Based On OK

Glass fiber is a new material industry supported by the state,and in recent years,the domestic production of glass fiber has been growing,and China has become a major producer of glass fiber.However,the current homogenization of glass fiber production products in China is serious,and the quantitative change in the industry can hardly cause qualitative change.To promote the high-level development of China’s glass fiber industry cannot rely only on the number and scale of the talent team,but should also improve the innovation ability of existing technical personnel.China’s glass fiber enterprises should take the initiative to adopt effective incentives to tap the endogenous innovation motivation of R&D personnel and promote the level of R&D in glass fiber enterprises to rise to new heights.This paper takes the R&D department of TX company as the research object,analyzes the problems and reasons of its current performance appraisal status,and finally explores the introduction of OKR(Objective and Key Result Method)to improve and optimize its appraisal system,hoping to stimulate the innovation activity and self-management consciousness of the employees in the R&D department of TX company.This paper uses questionnaires to analyze the shortcomings and causes of the currently implemented performance appraisal scheme,and then uses the characteristics of OKR to optimize the current performance appraisal system of TX’s R&D department in the two major directions of appraisal process construction,appraisal index and weight design for the problems of lack of communication and low satisfaction of employees with appraisal indexes.By analyzing the data of TX company’s strategic development goals and actual operation level and profitability,comparing and analyzing the financial data and R&D input data related to R&D department,finally formulating the goals and key results that are in line with the company’s strategic development direction,oriented to problem solving and combined with the actual work of employees,and analyzing the data through the hierarchical analysis method to determine the weight of the assessment index;according to the Based on the quarterly assessment results and the corresponding scoring mechanism,the departmental and employee performance assessment scores are used as the basis for feedback and application to improve the motivation of departmental employees and thus realize a virtuous cycle of performance assessment.Finally,we establish perfect guarantee measures to ensure the smooth operation and good effect of the optimization program.Through the above research,this paper concludes that OKR(Objective and Key Result Method)can improve and optimize the performance appraisal system of R&D department of TX company,which is conducive to improving the working ability and innovation motivation of R&D department staff.The performance appraisal method can only be established according to the actual development level of the company department and its own characteristics in order to play the most positive effect,otherwise it will only bring negative effects.According to the characteristics of the industry in which the company is located,its own cultural accumulation and other factors,it can effectively choose the performance appraisal method that fits the development goals,drive the work initiative of the department staff,improve the overall work efficiency and effectiveness,and finally promote the high level of development of the company’s performance.