Research On The Optimization Of Performance Appraisal System For Scientific Researchers In J Institute Of Z Company

China has always attached great importance to the performance appraisal and evaluation of scientific researchers.After the party’s 20 th Congress,the Ministry of Human Resources and Social Security of the People’s Republic of China issued the "Guidelines on the salary distribution of scientific and technological personnel",to make clear provisions on such contents as the performance appraisal of scientific researchers.Under the existing development pattern,the performance appraisal of researchers in technology-based enterprises needs to be optimized around new business indicators or the performance appraisal system needs to be redesigned.However,most of the technology-based enterprises still maintain the traditional performance appraisal system based on financial indicators,and can not adapt to enterprise research and technology research and enhance the core competitiveness of enterprises under the new normal of China’s economy.Researchers in Research Institute J of Company Z,a typical science and technology-based enterprise,are the main group of the institute.However,the performance appraisal system of research personnel in J Research Institute has many problems,such as the performance appraisal system is not in line with the overall strategic objectives of the institute and the indicators are not quantified enough,which leads to the inaccurate evaluation of the performance and ability level of the research personnel and thus affects the completion of the research operation targets of J Research Institute to a certain extent.Therefore,there is an urgent need to promote the high-quality and sustainable development of the research business of the institute by optimizing the performance appraisal system of the research personnel of the Institute J.These problems in the performance appraisal system of research personnel in J Institute are mainly caused by the following reasons.First,there is a disconnection between the implementation of the J Institute’s strategy and performance appraisal system,and it is difficult to decompose the strategy into quantifiable and measurable performance indicators.Second,J Institute performance objectives are not focused,lack of specific assessment elements,and there are problems such as unclear quantification of indicators and low operability.Third,the performance appraisal mechanism of J Institute needs to be improved.The annual appraisal cycle currently adopted is too long,and the appraisal results cannot be fed back and adjusted in a timely manner.Fourth,J Institute lacks internal communication and exchange mechanism,resulting in untimely and non-standardized feedback of performance appraisal results.In this paper,in response to the problems and corresponding reasons of the performance appraisal system of research personnel in J Institute,J Institute can apply the goal management theory and decompose the strategy of J Institute into J Institute level,research department level and research personnel level performance indicators by level through balanced scorecard,and optimize them in the following aspects.First,the strategic objectives of J Institute are decomposed into J Institute level performance indicators.Second,further analyze the research department-level performance indicators.Third,further analyze the scientific research personnel performance assessment indexes at different levels for the job responsibilities of scientific research backbone talents and scientific research basic talents.Fourth,the corresponding index weights of scientific personnel were determined through hierarchical analysis to develop the "Scientific Personnel Performance Appraisal Form",so as to more comprehensively assess the performance of scientific personnel at different levels within the institute and improve the R&D strength of the entire institute.In order to guarantee the smooth implementation of the optimized performance appraisal system for research personnel of J Research Institute and make it play its maximum role,the optimized performance appraisal system for research personnel of J Research Institute needs to be supported by the management and recognized by the employees of J Research Institute,a special leading group for performance appraisal should be set up to clarify the work tasks and responsibilities,and the personnel department and relevant departments need to further improve the system and operation mechanism so as to provide organizational,institutional and supervisory guarantees for the implementation and continuous improvement of the newly improved performance appraisal system.