Research On Optimization Of R&D Employee Performance Evaluation System In Lanzhou Bei Keweituo Technology Co.Ltd.

Under the background of the continuous improvement of science,the management of human resources has become the focus of enterprises and competition.The traditional performance appraisal method can not adapt to the characteristics of employees in the new time.Therefore,how to establish an appropriate performance appraisal system to form effective management of human resources has become an important means for enterprises to gain competitive advantage.This article takes Lanzhou Bei Keweituo Technology Co.Ltd.as the object,based on the theory of performance appraisal,using the method of literature research,questionnaire survey,interview and other research methods to conduct research on its employee performance appraisal system.This paper first introduces the research background,significance,research content and thought,and discusses the relevant theories of performance appraisal.Secondly,it introduces the basic situation and organizational structure of Lanzhou Bei Keweituo Technology Co.Ltd.Again,through the questionnaire and interview,the problems and causes of the current performance appraisal system are analyzed.Finally,the performance appraisal system for R&D personnel of Lanzhou Bei Keweituo Technology Co.Ltd.is optimized.The research results show that Lanzhou Bei Keweituo Technology Co.Ltd.has problems such as imperfect performance evaluation of project manager and R&D test staff,single evaluation subject,relatively random assessment indicators,poor performance feedback,and insufficient employee participation.This is mainly related to the slow transition of internal management from “leadership governance” to rule management,insufficient understanding of the importance of performance appraisal,and lack of specific indicators based on performance appraisal training.Based on certain purposes and principles,the performance appraisal system will be optimized and staff will be improved through the establishment of a performance appraisal leading group,clear performance appraisal subject,optimization of performance appraisal indicator system,enhancement of performance appraisal communication feedback,and improvement of performance appraisal application results.Improve employee motivation and responsibility,and promote the efficient development of enterprises.