A Research On R&D Employees' Performance Compensation Management In High Technology Enterprise ZY

The Chinese economy is experiencing the transforming from a low value-added traditional manufacturing industry to a high value-added high-tech manufacturing industry,during which high-tech companies are playing an important role.To a large extent,the quality of core products of high-tech enterprises and the ability to generate economic depends on products of technology R&D personnel.Ensuring the high performance of enterprises' technology R&D personnel will enable the enterprises to hold a dominant position in the competition.Founded in 2008,Wuhan ZY Technology Co is committed to the R&D,production and sales of intelligent testing instruments.At present,the domestic intelligent instrument testing industry is a mixed bag,with numerous peers and abundant similar products.Simultaneously,technology R&D personnel in the industry are more mobile.Once the products developed cannot lead the industry,the survival of the company will face enormous challenges.This paper specifically researches and analysis the practical problems of unstable product development efficiency caused by the difficulty in quantifying the performance evaluation of technical R&D personnel encountered by ZY Co,propose a series of solutions in the research process to improve the efficiency of technology R&D personnel and enhance the ability of transforming R&D result into economic value.This paper also proposes that using various performance appraisal approaches will enable enterprises to effectively control the work status of R&D personnel and achieve technological innovation and new products that can generate economic value,thus ensuring that ZY Co can increase the economic value added to maintain the company's persistent dominant position in the competition.The main idea of ??the solution is: First,classifying the R&D personnel into two different groups : technical R&D personnel for basic development and product R&D personnel for applied development,thus designing different performance evaluation criteria of each according to their specific work content.Secondly,quantifying R&D personnel's performance by their R&D cycle and then hierarchically manage their compensation.Finally,combining the evaluating the performance of R&D personnel withcompany's sales personnel,thus linking the products of R&D personnel to company's final instrument product sales.