Study On R&D Personnel Performance Evaluation System Improvement Of A Company

In recent years,the rapid development of science and technology-based enterprises has become an important driving force for social and economic development,and their position in the national economy has been constantly upgraded.Competition between science and technology enterprises is increasingly fierce,and R&D personnel are the creators and users of knowledge,so R&D personnel as the main body of enterprise innovation has become the core force for the survival and development of science and technology enterprises.A company is a research and development and manufacturing unit of quantum information technology products,relying on the frontier of quantum information and Quantum Science and technology of CAS,the application technology research and industrialization base of innovation center,and is a leader in the same industry in China.A company is mainly engaged in the field of quantum technology development and application.Its core competitiveness comes from technological innovation and application.R&D personnel are the main promoters of technological innovation and the important elements of the core competitiveness of enterprises.However,the performance appraisal system of A company is not perfect.At present,there are many problems in the performance appraisal system of A company.For example,the content and indicators of the appraisal do not match the company strategy,lack of scientific and reasonable post analysis of R&D personnel,strong subjectivity of performance appraisal,selection of appraisal indicators,unreasonable weight setting and appraisal indicators.There are many problems,such as unclear and accurate evaluation criteria,lack of satisfaction with the results of performance appraisal,unreasonable evaluation cycle setting and so on.In the process of implementing performance management,A company neglects the process,the application level of the results is not high,and the assessment information is not transparent enough,so it does not give full play to the incentive role of performance evaluation.Therefore,how to construct a performance appraisal system according to the characteristics of R&D personnel and give full play to R&D personnel's work enthusiasm and R&D ability has become an urgent problem for A company.Development based on the summary of performance appraisal and development trend,on the basis of adopting the method of combining qualitative and quantitative analysis,according to the theory of position analysis,system evaluation theory,target management theory as the analysis tool,compared the key performance indicators,the balanced scorecard,analytic hierarchy process(ahp),360-degree performance the pros and cons of several performance appraisal methods.Starting from the theoretical level,with A company as an example,analyses of current situation of A company's organizational structure and personnel,research and development personnel performance appraisal of the status quo,based on A company's research and development personnel performance appraisal questionnaire statistics and analysis,points out the problems that the current performance appraisal system of A company,and analyses the reasons behind it.On the basis of the above research,to analyze A company r&d staff posts,from the key performance indicators,competency characteristic indexes,special performance indicators three dimensions for A company to improve the design performance evaluation indicators,and the weights for each indicator to analysis,at the same time clear the inspection personnel,inspection cycle,evaluation system,etc.,to further improve the level of human resources management,improve the system of A company,and promote the healthy and orderly development of A company,we should build a perfect performance appraisal system suitable for A company.This study has very important significance for A company: to promote the realization of the company's overall strategic objectives;to improve the performance of R&D personnel and organizations;to facilitate the rational use of human resources in A company;to help employees grow and develop themselves.The purpose of this paper is to provide theoretical guidance for the establishment of performance appraisal system for R&D personnel of science and technology enterprises in China,to make the performance management of enterprises more scientific and rational,and to provide reference for improving technological competitiveness of science and technology enterprises.Due to the author's lack of experience and limited theoretical level,there are still many shortcomings to be improved in this paper,such as the incomplete setting of assessment indicators.In the following theoretical research process,we should accumulate knowledge,introduce more comprehensive assessment indicators,more fully analyze the R&D personnel performance evaluation index system of A company,and put forward corresponding management and improvement suggestions.