研发人员绩效管理的误区与管理的关键

Misunderstandings and the Key to Performance Management of Research Staff

当前,企业对研发人员绩效管理工作存在着很多问题:误将绩效管理视为人力资源的一个部门;将职能、绩效考核等同于绩效管理;体系设计不合理,公司利益和研发人员利益未能与绩效挂钩等。正确实施绩效管理的关键在于:树立先进的考核理念;塑造良好的企业文化;科学设计绩效管理体系;正确认识绩效管理与绩效评价的关系;构建有效的绩效管理与激励机制,实现研发人员创新业绩与企业创新目标的高度融合统一。以此为企业的发展提供强大的合力和动力。

There are several problems concerning the performance management of research staff in businesses： taking performance management as a function of human resource department;equating function and performance assessment with performance management;unreasonable system design,no relations between performance management and the interest of enterprises and research staff.The key to manage performances correctly lies in the establishment of advanced appraisal concept,the creation of positive enterprise culture,the design of scientific performance management system,and a full understanding of relations between performance management and appraisal,so as to construct effective performance management and stimulation mechanism,highly integrate the achievements of research staff with enterprise innovation projects,and support enterprise development with great joint forces.