Research On Performance Management Optimization Of R&D Employees Of XM Company

The implementation of a performance management system is a continuous cycle that involves performance planning,implementation and control,evaluation,providing feedback and enhancing improvement.When implementing the process,it is emphasized that managers and Employees participate together.It is essential that managers and employees collaborate when executing the process.A successful performance management system can help to foster employee motivation,boost performance,and aid businesses in reaching their objectives.In comparison to enterprises in industrialized nations,the implementation of performance management in domestic businesses began at a later stage,and there are numerous issues with the actual execution,such as unreasonable formation of performance plans,obscure evaluation metrics,unjust assessment,and no improvement in performance.These problems all affect the results of performance management,undermine Employees morale,and reduce the operational efficiency of the enterprise.During the actual implementation of the performance management work of XM Company’s R&D Department,there are also the above problems.How to effectively implement performance management,improve Employees morale,and improve efficiency is a problem that XM Company’s R&D Department must face and solve.This article takes the employees of XM Company’s R&D Department as the research object.By consulting relevant documents on performance management in XM Company’s R&D Department,designing interviews and survey questionnaires,we collect employees’ understanding and opinions on the performance management of XM Company’s R&D Department,and discover the existing problems in the performance management of XM Company’s R&D Department employees.Through the analysis and research of the collected information,the following research results have been summarized:(1)In the actual implementation process of the performance management of XM company’s R&D personnel,there are five dimensions that need to be optimized: the relevant information of personnel performance management has not been made public and transparent;The performance indicators set by R&D personnel are not specific or clear,and there is a phenomenon of deviation between the indicators set and the actual work of employees;The actual work in the execution phase of the performance plan cannot fully revolve around the set goals;Performance evaluation did not achieve fairness and justice,and the results of performance evaluation were not reasonably applied;Performance communication and feedback channels are not smooth,and performance coaching and improvement work are not in place.(2)For the above issues,combined with the actual situation of the department,and in response to the problems in the five dimensions,this thesis proposes the following optimization measures: information disclosure and transparency dimension,using SWOT analysis method to clarify the company’s development goals;Publicize departmental performance management system,strengthen employee training,redefine job responsibilities,and jointly develop performance plans;Redesign performance indicators based on the different positions of employees in the department for performance indicator setting;Strengthen performance implementation,shorten the performance review cycle,and involve the human resources department in the employee performance review process;In terms of performance evaluation and the application of evaluation results,based on employee performance,the performance evaluation is graded as A,B,C,D,and E levels.Salary increases and decreases,bonus payments,and employee promotions are based on the performance evaluation level;establish a performance communication dimension,establish a platform for publicizing performance evaluation results,and improve the feedback mechanism for performance evaluation.To evaluate whether the above performance optimization measures are reasonable and whether they can be accepted by employees,interviews and questionnaires were conducted within the department regarding the performance optimization measures.Based on the feedback results,the optimization measures are reasonable and acceptable.