Research Of Performance Assessment System Improvement For Shanghai BS Company R&D Personnel

Nowadays the high-tech manufacturing enterprises in China is booming,including local enterprises and joint ventures gradually increased.As one of the core competitiveness of enterprises,R&D capability in the market of infighting in the various enterprises gradually play a decisive role.It is very important to improve the ability of new product in R&D department,and in the way of improving R&D capability,it is very important to design the performance appraisal system of R&D personnel properly.This paper takes the R&D Department of Shanghai BS company as research object,on the basis of theoretical analysis and empirical analysis as method,this paper firstly summarizes the research results of theory of human resource management in the field of research and development of performance assessment system,analyzes the characteristics and performance of R&D personnel and the basic principles of performance appraisal,and learn and reference from the existing performance appraisal system of research and methods of performance appraisal.In order to provide guidance and help to solve the performance appraisal system of R&D problems of Shanghai BS company.Secondly,on the basis of theoretical analysis for the empirical research,based on BS’s Research Department of the performance appraisal system on the current situation,this paper find six problems and shortcomings and analyzes the causes of these problems,including the selection of performance appraisal method,performance appraisal cycle formulation,performance assessment,assessment to ensure the fairness of performance,performance interviews and feedback effectiveness,employee participation promotion etc..In determining the performance evaluation mechanism of development and improvement after the performanceappraisal system of BS company’s R&D department staff and the company’s R&D personnel work based on the characteristics of the project process redesign,the performance appraisal tool,using the Balanced Scorecard theory and 360 performance evaluation tools combined with that the company previously did not consider the customer and other parallel department performance evaluation dimensions of the staff into the performance appraisal system,then according to the project development and design maturity process in different stages of performance appraisal cycle,with each department project team staff and customers on the staff appraisal,in the current system of the performance evaluation index based on the refinement of the process indicators in the development process the tools and indicators through redesign to ensure the fairness of the assessment,a clear performance appraisal interview counter Feed back flow and provide feedback channel of performance results,which greatly improve the participation of the evaluation staff.Then the design of the performance appraisal system,put forward the concrete precondition and measures for the new performance appraisal system to import,in order to guide the new performance appraisal practice,in order to optimize the performance appraisal system to enhance effectively through R&D department staff capacity and enhance the core competitiveness of enterprises.