Research On Performance Management Optimization Of R&D Personnel Of LG Games Company

In the 21 st century,with the deepening of global economic integration and the rapid development of science and technology and the Internet,the competition between enterprises in the game industry has shifted from the barriers of products and technology itself to the competition for talents,among which the competition for independent research and development capabilities and innovative and creative research and development talents of game products is the most fierce.The innovation ability,work level,work efficiency,etc.of R&D personnel are directly related to whether game companies can continue to and efficiently develop creative and attractive high-quality game products for gamers,so as to win more game users in the fierce market competition.Therefore,game companies need to focus on the "selection,education,retention and use" of R&D personnel when conducting human resource management,and explore the human resource management methods applicable to R&D personnel.As one of the most critical links in human resource management,performance management is not only to help,cultivate and motivate individual employees through performance management itself,but also directly related to whether recruitment,training,incentives,rewards and punishments can be successfully implemented and implemented.Therefore,through scientific performance management,we must help enterprises find suitable R&D personnel and make them give full play to their own value,promote R&D personnel to continuously improve their work ability and work efficiency,and promote team performance and the realization of corporate strategic goals while achieving self-growth.Based on the actual status of the performance management system of LG Games’ R&D team,including the formulation of optimization plans for sorting out and improving problems in the implementation process,this paper hopes to effectively optimize LG Games’ performance management and even human resource management.This article focuses on the five key links of performance management,namely "performance plan-performance implementation-performance evaluation-performance result application-performance coaching and communication",and elaborates on the current implementation status of performance management for LG Game Company’s R&D personnel.It also sorts out the problems that exist during the implementation process and analyzes their causes.Furthermore,it optimizes and designs the five key links,proposes performance management optimization plans and implementation guarantee s uggestions,In order to improve the performance management status of LG Game Com pany’s R&D personnel,enable performance management to truly play its role,stimulate the work enthusiasm of R&D personnel,and help them continue to grow,and provide reference and assistance for LG Game Company’s overall performance management optimization,and even for the company’s human resource management work.Based on the principle of combining theory with practice,this article combines the characteristics of cross management between department structure and project structure of LG Game Company’s R&D personnel under the guidance of the "Amoeba Business Management Concept",as well as the characteristics of high education,high quality,strong self-discipline,but pursuit of comfort and slightly lower enterprising spirit of R&D personnel.Through performance management,the performance management optimization plan is designed to achieve a more comprehensive,objective,and fair evaluation of R&D personnel,Make the key links of performance management more in line with the actual situation of LG Game Company,emphasizing both results and processes,helping the enterprise achieve strategic goals and valuing employee personal growth,reflecting the role of performance management in not only helping the enterprise achieve strategic goals,but also promoting employees to continuously improve their abilities and realize their self-worth in the performance management process.At the same time,in the application of performance results,the mandatory distribution method should be reasonably applied to strengthen goals and standards,motivate and guide employees to work actively,and provide sufficient internal driving force for the development of the enterprise.