Study On Performance Appraisal System Of R&D Employees In Corporation S

Nowadays, corporations play a very important role in our life, not only as the main objects of corporations' management theories and practices, but also the basis of economy development. Employee is the most potential resource in companies, so Performance Appraisal (PA) becomes a significant part in Human Resource Management (HRM). Building a performance appraisal system and taking advantages of it depend on our efforts.In this article, the author studied hard on PA theories and its developing history. After that, through a long time's analysis on R&D employees' PA system in corporation S, the author made a diagnosis it. There are too many problems in this PA system, such as its improper appraisal way, too short appraisal period, unscientific appraisal indicators, unjust practices on PA results, and so on. Based on these problems and strategy turning in corporation S, the author selected two ways to build a new R&D employee PA system. On one side, electing key performance indicators in using of Fish-bone; on the other side, electing competency indicators in using of Business Event Interviews(BEI), and constructing a R&D employee competency dictionary of corporation S. Then, Analytical Hierarchy Process (AHP) can help to distribute weight to these indicators. Indicator weight is tested and verified valid, for the Consistency Rate is acceptable(less than 0.1). Finally, a new R&D employee PA system is built, as well as conclusion and suggestion of this article are made.The main achievements of this article is: Making a diagnosis on former R&D employees PA system, and selecting two ways to build new PA indicators: Key Performance Indicators and Competency, KPI based on Strategy Analysis, and Competency based on Business Event Interview (BEI);.