Study Of The Performance Evaluation System For R&D Employees Of T Company

In recent years, many small and medium private science and technology enterprises which are becoming a whiff of strength of socialist economic system which should not be overlooked show a good momentum of development. They have made tremendous contribution for China’s economic and social development. Surely, the Research and development personnel cannot be ignored for their new products, new technology, and new technology which make our enterprises stabilize in the fierce competition in the market.However, their pay is not proportional to the harvest. On the one hand, their work and achievements are difficult to quantify, on the other hand, the traditional single performance evaluation is set some work index which does not conform to the characteristics of R & D personnel. All these cause the unfair assessment and treatment of the R & D personnel in the enterprise. Just because of these, the personnel of research with high degree, technology and thoughts reduce become less loyal to the enterprises. They change their jobs frequently. All these facts influence the rapid development of enterprises unfavorably. Therefore, how to build a trocar tailored to the characteristics of R & D staff performance appraisal system is particularly important.This thesis firstly defines the development strategy of the company, and then uses the foreign advanced performance appraisal tool-- Balanced Score Card(BSC) and key performance indicators(KPI), to construct the R & D personnel performance appraisal system in small and medium private from three aspects of organization, department and individual. It also takes the Chongqing Tianpei agricultural science and Technology Co., Ltd as an example, analyzes its personnel performance appraisal status and problems and designs the R & D personnel performance appraisal system. In this thesis, the design of the performance appraisal system is not only from top to bottom layers, but also interlocking. The organizational performance, department performance, individual perform are all analyzed. The effective management of whole organization is to manage department performance and individual performance. The two are ultimately support service to organizational performance.