Research On Performance Management Of Core Employees Of JBR Independent Clinical Laboratory

In recent years,the innovation of China’s medical science and technology,the establishment and improvement of the medical system,and the outbreak of the Covid-19 have provided a favorable market environment and technical conditions for the vigorous development of Independent Clinical Laboratory(ICL),but the industry is accompanied by fierce homogeneity competition.The ICLs are knowledge and technology-intensive enterprises,and their development largely depends on the selection,cultivation,utilization and retention of core employees.Therefore,building a strategy-driven core employee performance management system,in order to ultimately help the enterprises achieve their strategic goals is the key to helping the ICLs maintain their competitive advantage.This paper takes the performance management of core employees of JBR Independent Clinical Laboratory as the research object.Guided by literature and theories related to performance management,this paper locks in the typical problems of JBR’s core employee performance management by questionnaire surveys and interviews:(1)The assessment objects are not clearly defined and lack the characteristics of the industry;(2)The assessment dimension is mainly based on financial,non-financial assessment is weak,and the weight of indicators is not scientific;(3)The setting of performance goals focuses on achieving shortterm goals and separates them from long-term strategies;(4)Insufficient performance communication and feedback,and lack of dynamic adjustment process.In response to the problems found in the above empirical investigation,this paper constructs the JBR’s core employee performance management system: The first is to design a two-step dynamic definition for core employees,and based on this,JBR currently has four types of core employees: management,R&D,inspection and testing,and marketing;The second is to build a core employee performance management indicator system based on "BSC+KPI";The third is to use the analytic hierarchy process to scientifically and rationally empower the core staff performance indicators;The fourth is to improve the communication and feedback mechanism of core staff performance management by building a two-way performance communication platform and optimizing the performance evaluation feedback mechanism.Finally,in terms of the implementation of the JBR’s core staff performance management system.This thesis puts forward the guarantee measures for the implementation of the performance management system from the perspective of corporate culture,organizational structure,institutional system and the empowerment of management information system.In addition,this paper also expounds the path and effect of JBR’s core employees performance management application.The research results of the paper not only expand the application of performance management related theories in the field of ICL,but also provide a new perspective for the related research of ICL.In addition,at the application level,the core employee performance management system constructed in this paper can effectively solve the urgent demands of JBR to maintain stable operation and sustainable competitive advantage in the fierce market competition.At the same time,the research results can also provide some useful lessons and references for the performance management practices of other companies in the same industry.