At one time, some enterprises tried to make a complete quantitative assessment of R&D personnel, and even put forward that the number of lines written in software code was an important assessment index. As a result, employees began to split the problem that can be solved by one command into several commands, so "everyone was very busy and tired to write programs, and the work result completely exceeded the expected goal, but the function of the software was not realized", which completely deviated from the original intention of performance appraisal design, and the assessment had to be stopped urgently. Although this method has stopped, how to evaluate the performance of R&D personnel fairly and objectively is still in front of managers.
What are the difficulties in the assessment of R&D personnel?
The difficulties of R&D personnel assessment mainly focus on the following points:
■ It is difficult to extract performance indicators. Because of the uniqueness of R&D personnel's work and the immeasurability of their work results, it is difficult to extract intuitive and quantifiable numerical indicators.
■ It is difficult to define the job content, especially for the pre-research personnel. Some results only prove the feasibility of a test or test method, which has the same value as falsification, and it is difficult to say clearly before the task is issued;
■ There are many qualitative contents, which affect the fairness of assessment;
■ Selection of evaluation methods. In order to avoid the problem of difficult assessment, R&D managers in many enterprises adopt the way of scoring behind the scenes and not communicating.
Faced with so many problems, how to evaluate the performance of R&D personnel? In fact, the most important assessment is the indicators and assessment methods, which are the orientation of employees' work and the value orientation of the company. There can be no deviation, otherwise it may be half the effort or even futile. Here, we also analyze the index refining and evaluation methods of R&D personnel from these two points.
How to refine performance indicators
Any work must be carried out with the idea that "the right behavior leads to the right result along the right path", and the refinement of performance indicators also needs to follow this logical relationship, so as to promote the successful path and correct behavior requirements from the research and development results, as shown in the following figure.
The evaluation index of R&D personnel can be defined as two aspects: one is efficiency index, and the other is benefit index. Benefit index is the value reflection of R&D's performance in the market, such as product sales and market share. Efficiency indicators refer to the internal R&D efficiency and the completion of phased results, including path indicators and behavioral indicators, such as product development cycle, R&D expenses, product planning compliance, batch rectification rate, one-time pass rate of single board/complete machine, and product data accuracy. The process of refining performance indicators is actually the analysis process of management procedures and workflow:
Path index
Path index is a process detection index to measure whether the R&D process conforms to the R&D master plan. From the whole process of R&D, although the results of R&D are different, the procedures they follow are the same. Defining the key monitoring points of each link can also form the path index of assessment. The realization of these path indicators ensures the realization of the final result.
Product development cycle, R&D cost and other indicators are relatively easy to understand. Although product planning compliance indicators are few, they are very important. The following is a company's definition of this (see table 1).
Statistical methods:
Road signs and basic information of 1.0 level plane and 1 level plane, as well as revised and approved information.
2. When reviewing decision-making points (mainly conceptual decision-making review), check whether it is within the planning scope and time deviation against road signs and level 0 plan and 1 level plan, and explain it in the meeting minutes:
(1) Whether this version is included in the number of abnormal versions added or deleted;
(2) Whether this version is included in the number of versions that do not follow the signpost;
(3) Deviation between the start time of this version and the planned time (days);
(4) Deviation analysis between this version and road signs (including description, problems reflected and improvement measures, etc.). ).
Behavior index
Behavior index is an evaluation index of correct professional behavior in R&D process.
The right path also needs the right behavior. Many companies attach importance to the accumulation of R&D process content and the construction of knowledge sharing platform, which requires employees to pay attention to the accumulation of documents, accurate information, clear program records and so on. Therefore, indicators such as document integrity rate, project report integrity and data error analysis can be set to put forward specific behavior requirements for R&D personnel, which is also the content that needs to be analyzed when designing many professional channel schemes. If the company establishes the career development path standard of R&D personnel, many behavioral indicators can be extracted from it.
performance indicator
As an economic organization, any R&D achievement must realize its value in the market, and the benefit index is used to evaluate the value brought by products to the company and the recognition of customers, such as product sales, market share, customer satisfaction and product failure rate. Because these indicators are obviously lagging behind, they can't immediately reflect the achievements of R&D. Therefore, the use of these indicators should be combined with the company's medium-term incentive plan, which has obvious characteristics of project-based assessment indicators.
At the same time, the benefit index does not apply to the individual assessment of R&D department, because R&D results are often the product of teamwork, which is more suitable for the assessment of departments, divisions and project development teams.
How to choose the evaluation method
Due to the different contribution characteristics and emphasis, the assessment methods of R&D can be divided into two types: departmental team assessment and employee individual assessment.
Departmental team evaluation
In research and development, departments and teams are the basic business units, and they are responsible for the market value of direct products and final products. Therefore, the key elements of department and team assessment are benefit indicators and path indicators. However, due to the lag of benefit indicators, the following two points need to be seriously considered in the design of the overall assessment cycle:
■ For benefit indicators, the evaluation method is based on the project cycle. The quality of many R&D achievements is reflected after the end of the project, and the evaluation of these indicators should be carried out after this time.
■ For the path indicators, the evaluation is conducted in a fixed period of time, usually once every quarter, to ensure that the product development process meets the company's predetermined goals.
Among them, the path index accounts for 50% ~ 70% of the overall assessment results, or even higher, to reflect the company's performance orientation and market orientation. To this end, the company also needs to make corresponding considerations in the bonus distribution system to cooperate with such assessment methods.
Individual employee
Because R&D results are more the result of teamwork, each R&D staff is only responsible for a certain functional module or a certain link of the final result, and even some R&D staff are not clear about the role of their work output in the final product. Their assessment mainly focuses on behavioral indicators and path indicators. Therefore, PBC (Personal Business Commitment) evaluation method can be adopted in combination with the characteristics of this work and the key points of assessment. PBC's plan is to set clear goals, promise specific strategies and measures to achieve the goals, and contribute to team building, and evaluate R&D personnel by evaluating these commitments.
The important feature of PBC is to closely combine goals with behavioral elements to be achieved, which is more like a planned evaluation, emphasizing the importance of behavior and teamwork. The specific operation mode is as follows:
Establish PBC objectives
At the beginning of the assessment cycle (usually once a quarter), the direct supervisor or task team leader conveys the work objectives of the department or task team, and then the employees make personal work objectives according to the team objectives. These goals should be concise, easy to evaluate and result-based, usually expressed through winning, execution and team:
■ Winning Commitment: What you must do to support the achievement of the work objectives of the department or task force. Indicators are mainly the combination of behavior indicators and path indicators.
■ Commitment Execution: How do you realize your promise of success? We must analyze the strategies, methods and tools needed to achieve the goal, form a clear implementation plan, and have a clear time limit and regulations. If we promise to implement it on time as planned, we can guarantee to realize our promise of winning.
■ Team Commitment: What employees should do in order to cooperate with team members better, win and carry out their commitments more effectively. Efficient team work requires good communication, participation, understanding and mutual support, so as to complete the work as a whole and ensure the realization of team achievements. An example of PBC is shown in Table 2.
Process consultation
Any performance appraisal work is not a judgment of settling accounts after autumn. In the process of work implementation, the supervisor should immediately give support and guidance to employees to help them solve problems and improve their abilities. This is introduced in the general identification method and will not be described here.
Assessment and evaluation
The supervisor evaluates the overall work of employees according to the performance commitment determined at the beginning of the evaluation cycle. The performance evaluation of employees is based on the target completion results, and the evaluation level will affect the value return of employees.
Departmental team
Relationship with personal tax assessment
Although the assessment cycle and emphasis of departmental teams and individual employees are different, they are not isolated. Only when the individual performance of employees is realized can the performance of the whole organization be guaranteed. Therefore, the mid-term incentive scheme of departmental team performance appraisal must reflect the individual value return of employees and ensure that the two become an organic whole.
How to strengthen enterprise technology reserve, technology research and development strength and technology reserve level include ten management details and points, namely:
Technology Strategy: Enterprises make technology strategies and plans according to their own development strategies, competition strategies and product strategies, and use strategic plans to guide and standardize their own technology R&D and reserve actions. Technology strategy should be the compass of technology reserve action, which is used to evaluate the selection of reserve technology and resource input.
Positioning of main product series: the positioning of the main product series of an enterprise at present is the first consideration for the technical reserve of the enterprise. The technical reserve around the current main product series will affect the continuous upgrading of product series and long-term economic returns. Therefore, the orientation of main products determines the investment direction of technical reserves.
Technical reserve of main product series: technical reserve around main product series, including process technology, material development and testing technology, product production and innovation technology, device technology, product series development technology, main product series expansion kit extension technology, etc. , around the main product function, efficiency, output, etc. Enterprises should make technical reserves for major product lines, and formulate technical research and development instructions and related technical reserve requirements.
Technical transformation conditions: enterprises should set clear technical transformation conditions, including market demand, technical maturity, enterprise decision-making needs and other overall technical applications, product improvement, process/quality improvement, device/process improvement, customer demand satisfaction ability improvement and other technical applications. Technical transformation conditions should be divided into fixed requirements, that is, they can be transformed when the specified conditions are met; The change part, that is, the transformation conditions set during technology research and development. When establishing R&D reserve, we should determine the basic and sufficient conditions for change and transformation in order to realize R&D achievements in time.
Non-main product line positioning: the positioning of new profit growth points outside the main product line of an enterprise is a necessary consideration for the technical reserve outside the positioning of the non-main product line of an enterprise. The technical reserve around the expected product positioning will affect the economic return brought by the newly developed product line.
Research on the necessity of reserve: not all technologies that seem to need reserve have the value of reserve. What technology or technology trend should enterprises follow to make reserve decisions and formulate clear strategic selection conditions. Necessity judgment enables enterprises to judge resources and invest in the most worthwhile direction.
R&D of non-main products: R&D of non-main products should have a development and verification process to ensure that the technology is worth investing and the risks involved in the products can be controlled. The research and development of non-main products should include seven steps: planning (how to develop), input (necessary conditions), output (research and development results), evaluation (evaluation and audit), verification (technical evaluation), confirmation (approval of development or production) and change (subsequent optimization) control.
Non-main product line reserve: technical reserve around the main product line, including process technology, material development and testing technology, product production and innovation technology, device technology, product line development technology, main product line expansion kit extension technology, etc. , around the main product function, efficiency, output, etc. Enterprises should make technical reserves for major product lines, and formulate reserve R&D instructions and related requirements.
Evaluation of reserved technology value: Enterprises regularly evaluate the commercial value of technologies that have been reserved or are being reserved in the R&D process according to market changes, technology trends, changes in customer demand and other information. Prerequisites, items, methods and participants of evaluation. It should be clearly defined to ensure that all the value of the enterprise's reserves can be realized, and the disposal decision should be made for the inapplicable reserve technology.
Transformation of reserve technology: The enterprise clearly stipulates the actions of demand assessment, process control and maturity verification of reserve technology transformation, so that the technical department has full authorization to evaluate the realization of its commercial value of reserve technology.
Which is the blockchain technology research and development enterprise? Blockchain is a new application mode of distributed data storage, point-to-point transmission, consensus mechanism, encryption algorithm and other computer technologies. It is a distributed account book, which combines data blocks in an orderly way according to time sequence, and ensures that passwords are tamper-proof and unforgeable.
Blockchain technology research and development enterprises can choose Tang Ying Zhongchuang, which means that blockchain technology can be applied to multiple scenarios, such as financial industry, network security, identity information management, notarization, voting and so on. At present, the original scattered and decentralized applications may be easier to apply blockchain technology.
How do enterprises evaluate sales? Reprint the following information for your reference.
Performance evaluation of sales staff
Performance management refers to the process of promoting individuals and teams to achieve their goals and forming the expected income and output of the organization through continuous and open communication.
The Significance of Performance Management Performance management promotes quality management.
Performance management improves the incentive level of employees' work.
Performance management promotes internal information flow and corporate culture construction.
Performance management promotes human resource management to become a complete system.
Performance appraisal is a system, and the main operating steps are as follows: (Here are some examples for you to operate)
Four-level performance management and closed-loop system
1. Performance plans and activities:
Work with employees to determine performance goals, development goals and action plans: a new performance period has begun.
2. Performance implementation and management:
Activity: Observe, record and summarize performance; Provide feedback; Discuss problems with employees and provide guidance and suggestions. Time: During the whole performance.
3. Performance feedback interview: Activity: The supervisor and employees discuss the evaluation results. Time: at the end of the performance period
4. Performance evaluation (evaluation): Activity: employee performance evaluation time: performance end.
Second, the content and methods of performance appraisal subject training
Evaluate morality
Examination discipline
Evaluation of basic theoretical knowledge
Assessment skills
Fourth, the formulation of performance indicators.
Performance appraisal items such as:
1. Profit from sales
The performance standard annual sales exceeds 5 million; The annual net profit exceeds 500,000.
spend
Difference between actual cost and budget
Actual cost and budget cost shall be controlled within 10%.
3. Customer service
Complaint rate
The customer complaint rate shall not be higher than 5%
Verb (abbreviation of verb) performance appraisal index classification?
Generally according to the content:
Performance evaluation indicators (quantity and quality of work completed and contribution to the organization)
Work ability evaluation indicators (physical fitness, knowledge, wisdom, professional skills)
Work attitude evaluation indicators (dedication, diligence, loyalty, self-control, enterprising, cooperation, enthusiasm)
Six, the performance evaluation index selection method (C)
A.
Job analysis method (HR supervisor job description)
B.
Case study method
C.
Questionnaire survey method (human resources employee relations questionnaire)
D.
Thematic interview (similar to structured interview)
E.
Experience summary method
What is Booker's research and development ability of kitchen and bathroom technology? They have their own technicians and huge investments. Students also work there and are well paid.
How to promote enterprise growth through performance appraisal? Performance can be said to be the result of the labor of one or several employees, and its quantity can directly reflect the efficiency of the enterprise, that is, the output. For the evaluation of employee performance, we can directly look at the usual workload and the amount of labor of each employee. Of course, we can also observe it through the method of competition for each employee, create more value, use the good and encourage the bad, and let them know the importance of efficiency to the enterprise through training and learning, so as to improve their work efficiency. Note that employees with good performance must be fully utilized and grasped. Only by cultivating more backbones can we better expand the enterprise, and at the same time, the role of each other's employees cannot be ignored. You must make overall plans, and only the strength of the team can make you develop.
Why don't enterprises in China pay much attention to technology research and development? Technology development is a technical activity, which applies the findings obtained from research or general scientific knowledge to products and processes. The technological development objects of industrial enterprises mainly include: product development, device and tool development, production process development, energy and raw material development, environmental improvement technology development, etc. Different enterprises can choose the focus of technological development according to different situations.
How to promote ISO900 1 and related training materials 1 First, we should train ISO900 1:2000 to let everyone know the principle of ISO900 1.
2. Designate the management representative to be responsible for the establishment of the quality management system of the whole company. And write a quality manual and plan the framework of the whole company management system.
3. Please ask the heads of all departments to prepare their own management procedure documents according to the principle of ISO900 1, and prepare relevant regulations, work instructions and corresponding quality record formats according to the procedure documents.
4. Organize relevant personnel to discuss and finalize all quality management documents, and issue the corresponding management documents to the corresponding departments.
5. Organize all employees to carry out quality system training, ensure that all employees clearly understand the contents of management documents related to them, and can take exams when necessary.
6. Implementation and inspection of quality management system. After the implementation of the system, regular internal audit is very important.
6- 1. It is necessary to appoint several internal auditors within the company (we call them internal auditors). Internal auditors must be able to master the essence of ISO900 1, and have serious and meticulous qualities.
6-2. The purpose of internal audit is to check whether the management contents specified in the file have been correctly and thoroughly implemented, but it is impossible for internal audit to check all quality-related behaviors and activities, and only spot checks can be made.
6-3. Before each internal audit, each internal auditor must make a detailed internal audit plan, including the contents of relevant documents to be audited, the contents and quantity of sampling, etc. In general, the planning content should be approved by the management representative.
6-4. After the internal audit plan is approved, the corresponding internal auditors shall conduct the audit in strict accordance with the contents of the plan, and the main basis for the audit is the contents of management documents and related quality records.
6-5. Record the nonconformities found in the audit that are not in conformity with the provisions of the management documents, and grade them according to the severity.
6-6. After the audit is completed, hold an internal audit summary meeting, announce the internal audit results, and issue a notice of nonconformity to relevant departments.
6-7. Internal audit should be conducted more frequently in the initial stage, such as once a month. As time goes on, the frequency can be gradually reduced, for example, once every three months after one year.
7. The responsible department shall put forward "corrective and preventive measures" in a short time (such as within one week) and implement them after receiving the notice of non-conformity issued by the internal audit. The effectiveness of corrective and preventive measures must be verified in the next internal audit.
8. After the implementation of the management system for a period of time, it is necessary to revise and retrain the management documents according to the actual implementation.
note:
A, the implementation and promotion of ISO900 1:2000 is a typical top-ranking project, and the top leaders of enterprises must personally grasp and take the lead in implementation. Otherwise, the whole process will become a farce or joke.
B, the focus is on internal audit and correction and prevention. If we can do it seriously, we will get very good results.
C, ISO900 1 is a file-based management method, which emphasizes what to say and do, and don't write things that can't be done in files.
Above, I hope I can help you.
Technology research and development related occupations? Alas, this question. . .
Every industry has technology research and development.
For example, research and development of mechanical devices, application software, automobile appearance and smelting process. . .
How to promote enterprise technological innovation through strategic management? First of all, there is nothing in your mind that you can't write. Looking for examples of enterprise strategic management from the internet will give you some inspiration and make what you write next more practical and timely.