Research On Optimization Design Of Performance Evaluation Plan For R&D Staff Of ZR Company

In the context of the era of knowledge economy,the electronic information industry has become a strategic,basic and leading pillar industry of the national economy,a"multiplier"for the growth of the national economy,a"converter"of development methods,and an industrial upgrading.The booster has become increasingly prominent in the contribution to the national economy.For technology research and development enterprises such as ZR,R&D personnel are the backbone and core competitiveness of enterprise development,the most solid foundation for the development and growth of enterprises,and the main force for innovation and innovation of enterprises.Only with a high-quality,high-efficiency,high-level software talent team,ZR can stand on the long-term development of global competition.For the performance management of technical and knowledge workers such as R&D personnel,it is directly related to the production efficiency and development prospects of the enterprise.Therefore,how to establish a scientific,reasonable,accurate and efficient performance appraisal system is strengthened for ZR.The importance of enterprise human resource management,strengthening the comprehensive strength of enterprises and optimizing the interests of enterprises.In the system of human resource management,the performance appraisal of employees plays a very important role,from enterprise recruitment to employee training,job competency evaluation,from salary system design,employee motivation to career planning,corporate culture construction.Etc.,all around the core of performance appraisal,each aspect is closely related to performance appraisal.Obviously,the scientific performance appraisal can not only provide the basis for the enterprise's human resource decision-making,but also has other important significance for the effective performance appraisal management of the knowledge-based employees in the software enterprise R&D organization.A large number of research and practice have shown that scientific performance appraisal can reduce the turnover rate of core employees of software enterprises.According to statistics,the turnover rate of knowledge workers is much higher than that of non-knowledge personnel.Among them,the failure to be fully recognized and correctly evaluated is one of the important reasons for leaving the company.At the same time,scientific performance appraisal can provide guiding incentives for the behavior of knowledge workers,so that they can develop in the direction that the company expects,and promote the growth of the company and employees,improve the performance of the organization while improving the performance of the organization.On the basis of studying the relevant theoretical methods of learning performance appraisal,this paper uses the literature data method,questionnaire survey method and interview survey method to fully understand the current situation,discover problems and analyze the reasons,and then adopt the 360-degree assessment method.The key performance indicator method and other methods are used as the guidance basis,combined with the status of ZR's R&D personnel position setting,redesigning a set of performance appraisal plans applicable to ZR company R&D personnel.My main research contents are:The first chapter introduces the background and research significance of this paper,the research status at home and abroad,the research ideas and methods of the thesis,and the main contents of the research,the innovation of the thesis;The second chapter introduces the basic theory and main methods of performance appraisal;The third chapter introduces the status quo,problems and causes of the performance appraisal of ZR R&D personnel;The fourth chapter optimizes the existing R&D personnel performance appraisal plan of ZR Company;The fifth chapter is to formulate the safeguard measures for the implementation of the optimized ZR R&D personnel performance appraisal plan;Chapter VI,conclusions and prospects.Finally,this paper takes ZR as an example to establish a performance appraisal program suitable for the characteristics of R&D personnel.It is hoped that it can provide appropriate reference and help for the establishment of performance appraisal systems for other software development companies.