Technical Staff Performance Appraisal System Design And Implementation

Establishing core capability of scientific and technological enterprises is on the basis of human resources. As the core link of human resources, performance should be attached importance to especially. Large challenges of performance appraisal in scientific and technological enterprises are just due to the complexity of technicists'behaviors. Because of the non-standardized, even dematerialization of technical products, it is difficult to measure direct output of technicists correctly, which make many traditional performance appraisal methods not applicable to performance appraisal of technicists. Company TK also cannot solve the same problem in its performance appraisal of ECU design technicists. Meanwhile, due to the limits of management ability, there are lots of other defects in current performance appraisal policy of ECU design technicists. For example, design of behavior indicator system, proportion, design of procedures, etc. which lead to the decrease of initiative of ECU design technicists and severe brain drain.This paper elaborates the difference and specificity between technicists and other common staffs, points out some problems caused by the specificity such as single assessment objectives, unreasonable methods, more subjective judgment and unsound incentives, etc. and combined with the feature and actual situations, according to relative theories such as Expert Meetings Act, Delphi and Anchor titration, proposes some program implementation to company TK to improve and enhance performance appraisal of technicists.