| With the support of the science and technology system policy,the new R&D institutions,which are jointly established by science academies,universities and local governments,are derived by demand promotion.The development goals of new R&D institutions focus on basic research and development,transformation of technological achievements,upgrading of local industries,cultivation of innovation and entrepreneurship,and introduction of high precision talents.Governments at all levels hope to upgrade local science and technology industries and create more economic output through the establishment of such platforms.In recent years,the rapid development of China’s social economy has made the internal management of new R&D institutions unable to meet the fierce market competition,and the market and society have put forward more demands on the internal management and operation efficiency of new R&D institutions.And a scientific and reasonable performance appraisal system plays a vital role in promoting the standardized management,accelerating development and achieving strategic goals of new R&D institutions.The performance appraisal system can not only promote the improvement of internal human resource management of new R&D institutions,but also enhance the overall quality and work enthusiasm of employees.For some subjective and objective reasons,there are still some problems that need to be improved and solved in the performance appraisal of new R&D institutions,which affect the efficiency and overall performance of new R&D institutions.As one of the new R&D institutions,Z University Zhongyuan Research Institute is also troubled by the performance appraisal problem.In this paper,we combine the characteristics of the new R&D organization and the personnel characteristics of Z University Zhong yuan Research Institute with various research methods such as literature research method,survey questionnaire method and interview method to explore the problems in employee performance appraisal and propose strategies to deal with the problems in performance appraisal management of Z University Zhong yuan Research Institute.Through the survey and interview,it was found that there are problems in the performance appraisal of Z University Zhong yuan Research Institute,such as the form of performance appraisal is more than the result,the single set of general performance appraisal index,the lack of communication and feedback in the performance appraisal process,and the insufficient application of performance appraisal results.According to the results of the survey and combined with the actual situation of the Institute,the causes of the performance appraisal problems of Z University Zhong yuan Research Institute were revealed,namely,the real meaning of performance appraisal is not clear,the performance appraisal index setting is weak,the performance appraisal process lacks communication and feedback mechanism,and the performance appraisal incentive mechanism is not sound.Finally,combining with the performance appraisal theory,we put forward strategies to cope with the problems in the performance appraisal of Z University Zhong yuan Research Institute: clarifying the meaning and process of performance appraisal;setting targeted performance appraisal indexes,which includes determining the basis of performance appraisal indexes,setting performance appraisal indexes according to different job characteristics,distinguishing qualitative and quantitative indexes and assigning weights,assessing the rationality of performance appraisal indexes;increasing performance appraisal communication feedback;strengthening the application of performance appraisal is reflected in clarifying performance bonuses,linking job adjustment,and providing training opportunities.This study has a certain guiding value for Z University Zhong yuan Research Institute to formulate performance appraisal policies,and also provides reference for other new type R&D institutions of the same type to solve the problems of performance appraisal system. |
