Study On The Evaluation Of Individual Relative Performance In R & D Team

Nowadays, in increasingly intense market competition, technological innovation has become the key for the organization to create and maintain competitiveness, and team becomes the effective coping style and commonly used by organization, because of its characteristics of highly adaptable,quick problem-solving and so on, therefore research and development team as the main body of technological innovation receives more and more attention by managers. Team is a collaborative relationship; the final output of teamwork depends on the coordination and efforts among members. Members'positive initiative and creativity are very important to the effectiveness of R & D team, while an important aspect of affecting the both is the evaluation and recognition of their performance. Business Management is equal to Human Resources Management, also equal to Performance Management, which is equal to Performance Evaluation. This positioning of performance evaluation also highlights its importance in supervisory work. How to comprehensively and scientifically evaluate the members'relative performances in a identical R & D team, to mobilize their enthusiasm and creative potential, then unceasingly to improve their performances in the team, is a theoretical and practical issue we are urgently needed to research in depth, but also one of human resources development and management core problems in the era of knowledge economy.On the basis of summarizing the domestic and foreign relevant research on the evaluation of individual relative performance in R & D Team, this article first separately analyzes the differences and relations between evaluation of individual relative performance and the traditional appraisal of individual performance, also and team performance evaluation, then designs evaluation system ideas based on the typical characteristics of research personnel, which begins to study from the principles of performance evaluation, purpose, evaluation subject and object, evaluation index, evaluation methodology, evaluation feedback, and other major elements of performance evaluation. Based on different characteristics of basic research, applied research and product development R & D activities, adopt different assessment scales to highlight their different requirements and focus, and respectively establish indicator system from evaluation dimension, indicator, evaluation criteria and target weight. Carry on the optimization of index system and empowerment using AHP and entropy method. After index weighting, use two-stage evaluation of staff performance and fuzzy comprehensive evaluation method to assess the performance of R & D members, enhancing appraisal scientific and standardization. In the implementation of the evaluation system of individual relative performance in R & D Team, simultaneously pay attention to the feedback of evaluation results, to build a set of relatively scientific and comprehensive evaluation system of individual relative performance in R & D Team. Finally, in the theory and investigation foundation, practically apply performance evaluation model to synthetically evaluate five members'achievements in one R & D team. We hope this article can provide some useful ideas for performance evaluation of R & D personnel in our country, and provide reference to the specific methods in performance evaluation of R & D personnel.