Research On Performance Improvement Strategy In Product Development Team Of Company A

How to manage a newly established R&D team in a multinational enterprise effectively and produce qualified R&D design with high quality is an important challenge for team managers.Rational management of the start-up product R&D team can improve team work efficiency,stimulate team enthusiasm and creativity,so as to improve team performance.The performance improvement strategy of start-up product R&D team is different from the traditional performance management method of R&D team.Such R&D teams need a more focused management approach.The differences of members’ previous corporate background,corporate culture and management style pose new challenges to team and individual performance management.Based on the above background,this thesis is to A company product research and development team performance improvement strategy research for the thesis selected topic,study management graduate student stage to learn knowledge,theory with practice,unity,based on A startup type of product research and development team management work practice for research,exploration,and summarizes the effective way of team performance improvement strategies.This thesis analyzes the problems existing in the performance appraisal of A company’s R&D team.Through literature research method,actual case analysis method,investigation analysis method,from the theoretical and practical perspectives of performance management research.Theory,first collect the domestic and foreign research literature on performance management and performance improvement,combing related theory,according to the specific problems of A company product research and development team,goal setting theory as the core theory,the psychological contract theory as the core theory and achievement needs theory and hierarchy need theory is complementary,according to the relationship between primary and secondary,in turn,launches the analysis;In practice,starting from the status quo of A company’s R&D team performance management,using the investigation analysis method,to identify the existing problems affecting team performance,combined with the corresponding theory to analyze the reasons respectively.First of all,based on the most core theory of goal setting,using the research analysis method and expert scoring method,redesign the four aspects of performance assessment indicators,as well as the secondary performance assessment indicators,and use the AHP analytic hierarchy process to calculate,analyze and check the relevant weight,find out the reasonable weight coefficient.On this basis,a team performance improvement and optimization strategy based on the theory of goal setting is proposed,and the corresponding optimization guarantee measures are studied.Secondly,based on the psychological contract theory,research analysis method is adopted to identify the implicit expectations of team employees,and then targeted flexible measures such as employees’ choice of work place,increasing the budget of shuttle bus,and establishing a meal committee are adopted to improve the psychological satisfaction of employees.And through the company level of employee care system,project application system and hope that the local government in transportation,housing,supporting infrastructure and other aspects of the relevant policies,as a safeguard measure.Finally,using the hierarchy of needs theory,through research and analysis,identify the differentiated needs of employees at different levels in A company’s product research and development team,and set incentive measures for different people to stimulate their work enthusiasm.The results of this study show that incentive measures based on goal setting theory have individual differences in incentive effects on employees of different age groups.The range of performance improvement for employees is a normal distribution curve with 31 years old as the central axis,and the peak value is about 9%～10%.The incentive measures based on psychological contract theory have individual differences in the incentive effects of employees of different age groups.The improvement of individual performance of employees shows a linear proportional relationship,and presents a linear downward trend with the increase of employees’ age.Based on the demand level theory of incentives for employees with different levels of demand are obvious performance improvement effect,to the extent of employee’s individual performance improvement is nonlinear curve relationship,to meet the safety demand of incentives,the biggest influence on employees’ individual about 8% less,the rest of the ages employee performance increase of all above 6%;Incentives based on the theory of the achievement to the performance improvement of employees of all ages by an inverse parabolic curve relationship,among them,the young people around the age of 24,the biggest performance improvement is about 12%,about 34 employees of the raising of the minimum,less than 4%,in the later with the increase of employees’ age,gradually rose to about 6%.