Performance appraisal and incentive of the hottest

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Performance appraisal and incentive of scientific research and technical personnel performance appraisal has always been a hot issue concerned by the bosses and human resource managers of various types of enterprises in China, and it is also a difficult issue in human resource management. With the gradual improvement of the market economic system, many scientific research institutions have carried out enterprise transformation. The key to enterprise transformation is the transformation of business operation mode and management mode. In the process of system transformation, the problem of performance appraisal, especially the problem of performance appraisal and incentive for scientific and technological personnel, is particularly prominent. Over the past few years, we have accumulated some experience through tutoring and helping many scientific research institutions in the process of restructuring, and we hope to share it with you

compared with workers and managers of functional departments, the working methods and group characteristics of scientific research and technology personnel are obvious, because scientific research and technology personnel are groups that create wealth with their brains rather than their hands. They bring added value to products through their own creativity, analysis, judgment, integration and design. With the advent of knowledge economy, scientific researchers and technicians are becoming more and more important to the value of enterprises. They have created the value and core competitiveness of enterprises with their own knowledge. The competition for talents among enterprises often focuses on the acquisition of top scientific research and technology personnel. Many scientific research institutions have learned profound lessons in this regard. Therefore, when it comes to the performance appraisal of scientific research and technology personnel, we must first understand the characteristics of technical personnel

the first characteristic of scientific researchers and technicians is that their work performance is not easy to measure. The work of scientific research and technical personnel is achieved through mental work. Scientific research and development work is generally in the laboratory or office, which is difficult and hard, but its performance is often not immediately visible, but it takes a period of time to show, and sometimes even the results are not visible. This work characteristic leads to the application of traditional assessment methods, and the work performance cannot be effectively measured. Some enterprises do not pay attention to this characteristic, but are accustomed to the past quantitative measurement methods, resulting in the distortion of the work assessment of scientific research and technical personnel

the second characteristic of scientific researchers and technicians is that their working hours cannot be estimated. On the surface, scientific research and technical personnel go to work and leave work on time with others, but in fact, their working hours are much more than normal commuting hours. Sometimes, in order to maintain the continuity of thinking, they work overtime on holidays, and even the normal sleep time can not be guaranteed. All their time is invested in scientific research work. Some managers do not understand this characteristic of technicians, and take the way of managing production workers to manage scientific research technicians, and the results can be imagined

the third characteristic of scientific researchers and technicians is high work pressure. After the enterprise's R & D tasks are assigned, the time limit is mostly very urgent, and the R & D results are difficult to predict. Therefore, after receiving the task, R & D personnel must do their best to devote themselves to R & D in order to achieve the best results, which is the pressure brought by the work itself; Secondly, there is also a competitive pressure on R & D personnel, which comes from the pressure between R & D project teams, among the members of the project team, and within the entire professional field. In addition, the expectations of society and families are also the source of pressure for R & D personnel. Therefore, under this kind of work pressure, if the assessment and incentive are in place, researchers can turn the pressure into motivation and improve work efficiency; On the contrary, the enthusiasm of technicians will be greatly dampened

the fourth characteristic of scientific researchers is that they work with high intelligence but have low management positions in enterprises. Technical personnel have high technical authority within the enterprise, and play a high guiding role in the field of polyurethane technology of the enterprise, which is safe and suitable for sensitive skin technology. However, due to the work characteristics of scientific research and technical personnel, their positions are often at a lower level, so it is difficult to establish the authority of scientific research and technical personnel and improve their work if reasonable and effective assessment and incentive mechanisms are not adopted

in addition, with the continuous improvement of the degree of marketization, the price of scientific research and technical personnel in the talent market is getting higher and higher. All kinds of scientific research and technical personnel of enterprises are scarce resources in the market and the focus of competition among all kinds of enterprises in the market. Naturally, they have high market prices. Even if the market price is very high, because they are the backbone of enterprise innovation, they constitute or create the core competitiveness of enterprises, so the value they bring to enterprises and the price they pay are still not comparable. Based on this, if there is no reasonable assessment and incentive mechanism, technicians will choose to leave the enterprise, and many enterprises have realized this

only by deeply recognizing the characteristics of scientific research and technical personnel, can effective assessment and incentive methods be formulated; The reason why many scientific research institutions can succeed in restructuring is that they recognize the group characteristics of scientific research and technology personnel and put forward targeted assessment and incentive methods. When scientific research institutes are reborn and enter the market to fight freely, they can quickly enter the track of benign development and create good economic and social benefits

then, you must ask, what is the assessment method for scientific research and technology personnel? In fact, the answer is also very simple, that is, the comprehensive use of target management and project management methods can make the assessment of scientific and technological personnel implemented. Now I will analyze and introduce these two methods respectively

objective management is an effective performance appraisal method. Objective management includes three stages: the formulation of objective system, the implementation and tracking of objectives, and the evaluation and feedback of the results of the completion of objectives. Management by objectives is a management method that emphasizes "objectives". Compared with traditional management methods, target management has significantly different characteristics:

first, the method of setting goals is different - goals are not issued by the superior, but jointly formulated by the superior and the subordinate, and the subordinate has full autonomy in the formulation

secondly, the relationship between goals is different - goal management emphasizes the unity of personal goals and organizational goals. Personal interests are integrated with organizational interests. The completion of organizational goals is the completion of personal goals

third, there are different management methods - target management adopts the way of employee self-management, and the superior implements exception control through decentralization and authorization

finally, the results evaluation method does not include polycarbonate, polystyrene, TPU, pet, PBA, polyvinyl alcohol, polyformaldehyde and replaceable bioplastics, transparent materials, flexible materials, the same - goal management adopts the method of self-evaluation and self-improvement

it can be seen from the above characteristics that goal management emphasizes the self participation of workers. Scientific researchers and technicians are a group with strong self-awareness and self realization requirements. Adopting goal management methods and giving full play to their own enthusiasm are very helpful to the assessment. In addition, the overall quality of scientific research and technical personnel is high, and it is relatively easy to promote the adoption of target management method

in terms of incentive methods, target management is linked to the basic salary of scientific researchers through the assessment of annual and quarterly daily work results, and provides assessment results for year-end promotion, promotion and capital increase

project management is an effective project research and development management method adopted by many scientific research institutions that may cause vibration or pipeline leakage. In the process of project management, the content of project process management and project performance evaluation runs through. Therefore, the method of project performance evaluation is also more effective for the evaluation of project personnel. In terms of incentive methods, floating rewards can be given through project allowances or project wages, and the incentive effect is obvious

combining objective management with project management, and adopting different incentive contents respectively, so that the assessment incentive of technicians can automatically carry out experimental operation and control incentive according to the compiled program, which can greatly improve the work enthusiasm of scientific research and technical personnel, thus promoting the continuous progress of enterprise science and technology. (end)

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