Research On Performance Appraisal System Of Knowledge-based Staff In High And New Technology Enterprises

High and new technology enterprises (HNTE) have become an important prop with Knowledge Economy era's coming. The Obvious feature of HNTE is that its technical resources were higher than those of non-high and new technology enterprises. HNTE have the varying extent differences with traditional enterprises in the form of external competitive environment, organizational form, operation and so on. Management in HNTE has also undergone a great change. The key successful factors in HNTE are to find the best ways to achieve knowledge creation, transmission and application through management. The core resources in HNTE knowledge-based staff have become the critical factors for company's success. It is hoped that this essay could be useful for knowledge-based staff'performance appraisal (PA) of Chinese enterprises in the theory and practice.In order to achieve sustaining success in the competition, it is necessary to strengthen the management of knowledge-based staff. For knowledge-based staff, Intelligence activities as well as intellectual capital is intangible, their working hours is flexible and their working results are without clear criteria, Individual performance and team performance is difficult to separate, all of these reasons lead to performance assessment of them is difficult. Therefore, according to the human resource characteristic of HNTE, studying a set of scientific, suitable, synthetic PA system of knowledge-based staff have the great significance for enhancing staff's performance, maintaining its core competitive power in the intense market competition.Based on above research background, purpose and significance, PA system about knowledge-based staff in HNTE is discussed in this paper. The main research contents are as follows:The subject to be studied in this article was proposed from the practical and theoretical perspectives at first. Meaning and purpose of subject section for this essay and its structure are generally described. This paper Introduces method of how to identify HNTE, it also defines the concept of knowledge-based workers and PA. HNTE are identified based on"Conditions and measures on the designation of HNTE in national high and new technology industry development zones."The knowledge-based staff in this paper refers to those who are well equipped with the knowledge, skills and learning abilities, engaged in the creation and management activities in the enterprise, they provided knowledge capital value-added for enterprises. In this paper, we take performance of knowledge-based staff as the result of factors of action, capacity and the outcome. Common PA methods for knowledge-based staff in HNTE ,such as Management By Object (MBO), Key Performance Indicators (KPI) evaluation, Balance Score Card and 360°Feedback methods, are also be introduced in this chapter. Advantages and disadvantages of these four kinds of assessment methods have been laid out. This built the foundation for PA system in this paper.This paper studies the status quo of PA of knowledge -based workers in domestic and abroad .Problems and difficulties existed during PA have been submitted base on status quo. PA trend for knowledge-based staff in HNTE summarized by domestic and foreign scholars are as follows: PA changed from single evaluation to multiple supervisors evaluation .Many enterprises began to consider individual performance combined with team performance. They also emphasize on feedback of PA results. Main question of PA of knowledge-based staff are as follows: PA method not suitable for knowledge-based staff, indicators system is unscientific, the index weight design has no scientific basis, appraisal standards are ambiguous, communication with staff is not sufficient during the entire assessment process. All these problems during the entire assessment process are happens to be difficulty of PA of knowledge -based staff. Putting forward Problems and difficulties make the design of the evaluation system more scientific. The article went on constructing framework of PA system the entire staff. In this paper, the knowledge-based staff in HNTE is divided into three types, research and development (R&D) staff, the market development staff as well as management staff. R&D staff mean those who adept at utilizing the principles and methods of science and engaged in innovation activities through abstract thinking. The market development staff refers to those are good at exploit new markets, promote new products sales or develop new customers.Management staff refers to those who are equipped with the capacity of dealing with the complex relationship between persons, involved in the organization, control and leadership work in the enterprises. PA methods are identified against the characteristics of three types knowledge-based employees: R&D and sales staff should be evaluated with KPI based on the strategy of the company, R&D personnel should consider individual performance and team performance synthetically according to a certain weight. Middle and high-level managers should be evaluated with 360°feedback which is based on the KPI.After determining PA methods of the three different employees, the whole index system has been designed, this is the major body of this essay.(1) In this part , index for three different employees have been designed first. There are two sources of evaluation index, one part is ability and attitude indicator on the basis of the nature and responsibilities of work, the other part come from the decomposition of the entire company target. We can find critical control points per staff content analysis. After finding out requirement of the ability and conditions to competent their work, then lay out the ability and attitude indicators of three types staff. This article put forward to the PA system based KPI. Critical Success Factors have been used during individual KPI decomposition. First we divided the strategy goal into company KPI and departments KPI, further decomposition of the individual KPI.(2) How to use AHP to adjust the index weights is described in this paper. The specific steps and formula are introduced. AHP replaced the traditional method--Subjective assignment, the whole calculation process is simple and easy, the entire evaluation system become more scientific and fair. A case has been analyzed at last. I conducted a study on the issue of the PA of knowledge-based staff in this enterprise. Some suggestions for improvement have been put forward in view of the current problems.This paper summarized the meaningful conclusions found in this study, the main conclusions and possible innovation in this text is:(1) Knowledge-based staff in HNTE are divided into three types ,R&D staff, the market development staff as well as management staff.(2) Using the current mature KPI technology to design different evaluation index system for the different types of knowledge-based staff, BSC thinking is introduced during changing strategic objectives into overall corporate objectives, KPI evaluation based on the strategy of entire enterprise provide favorable support to organizational object.(3) AHP is used during adjusting the index weights,this make the whole index system more scientific.