Research On Optimization Of Performance Appraisal System Of R&D Personnel In JB Biomedical Company

China’s forty years of reform and opening up have achieved remarkable results,and the domestic biopharmaceutical industry has undergone a transformation from a "shortage of medical supplies" to a "price reduction and supply guarantee".The entire industry has undergone continuous optimization and upgrading,safeguarding the health needs of the people.The biopharmaceutical industry in China has shifted from imitation,innovation,and innovation,accelerating its transformation from being a follower to a leader.R&D personnel constantly seek innovation and breakthroughs in the transformation and upgrading of the biopharmaceutical industry,investing huge energy in innovation.They play a very important role in the innovative development of the biopharmaceutical industry.JB Biomedical Company,as a high-tech enterprise,highly pays attention to the work enthusiasm and innovation of R&D personnel.In order to strengthen the company’s competitiveness in the biopharmaceutical industry,the company has conducted a special study on the performance evaluation of research and development personnel,in order to achieve the goal of motivating research and development personnel.This article takes JB Biomedical Company as an example,using the dual factor theory and achievement motivation theory to provide an overview of the performance evaluation system currently implemented by the company’s R&D personnel.Using questionnaires and interview outlines,relevant R&D personnel are surveyed,and the survey results are analyzed to diagnose the problems in the R&D personnel performance evaluation system.The reasons are deeply analyzed,serving as a scientific basis for optimizing the R&D personnel performance evaluation system.The performance evaluation system for R&D personnel in JB Biomedical Company has difficulties in implementing performance plans,unscientific performance evaluation indicator systems,insufficient communication and feedback on performance,and inadequate application of performance results.This is due to the company’s lack of performance evaluation concepts,non-standard performance evaluation systems,and low participation of R&D personnel.Therefore,the company adheres to the principles of sufficient communication,fairness and justice,comprehensiveness,and diversity,and proposes to develop a dynamic performance plan based on future development strategies and job analysis of R&D personnel.It reconstructs performance evaluation indicators,calculates performance indicator weights,strengthens performance communication and feedback,and comprehensively applies performance evaluation results.In addition,effective measures are proposed to ensure the optimization and implementation of the performance evaluation system for R&D personnel from three aspects: concept guarantee,system guarantee,and personnel guarantee.By optimizing the performance evaluation system for R&D personnel of JB Biomedical Company,we hope to promote the continuous improvement of the company’s human resource management level,strengthen the overall core competitiveness level of the company,and help the company better achieve strategic goals and R&D plans.In addition,we also hope to provide valuable references for the performance evaluation of R&D personnel in other biopharmaceutical companies.