How to design the performance appraisal of the R D team?

Methods of performance appraisal:

1. Based on the assessment of R&D personnel's competency, establish a competency model of R&D personnel, and evaluate the ability of R&D personnel from the perspective of behavior.

2. The performance assessment of R&D personnel is more based on the quantitative assessment of the performance made by the R&D department, and the performance-based assessment can enable the R&D department and personnel to correct the deviation of their own output results in a timely manner in the short and long term.

3. The point system of R&D personnel project commission is subject to the assessment of working hours, and the performance appraisal is formed, and the assessment results are linked to the performance bonus.

The principle of performance appraisal: the performance appraisal of the R&D personnel of Yunji orange should be based on the result assessment, supplemented by the ability assessment and behavior assessment; R&D the construction of the performance appraisal system for side personnel.

The performance appraisal of R&D personnel is different from the performance appraisal of other personnel in many aspects, mainly reflected in the following aspects:

The responsibilities and work content are different: the responsibilities of R&D personnel are mainly to develop new products or technologies, and they need to have high technical capabilities and innovation capabilities, while the responsibilities of other personnel may be more diversified, such as sales, marketing, finance, etc., and the ability and skills required to excite are also different.

Different evaluation criteria for work effectiveness: The performance evaluation criteria for R&D personnel are usually based on the R&D results of products or technologies, such as the launch of new products, technological innovation and patent applications, while the performance evaluation criteria of other personnel may focus more on business sales and customer satisfaction.

Different levels of difficulty and complexity: R&D personnel typically work with a high level of difficulty and complexity, requiring high levels of professional skills and innovation, while others may work with a relatively low level of difficulty and complexity.

Different reward methods and reward forms: the performance rewards of R&D personnel are usually based on patents, technological innovation, the completion of R&D projects, etc., and the form of rewards may be options, dividends, etc., while the performance rewards of other personnel may pay more attention to the realization of performance goals, and the form of rewards may be year-end bonuses, commissions, etc.

Technical staff performance appraisal program, program name controlled country number.

First, the overall design idea, the purpose of the nuclear is to comprehensively and concisely evaluate the work results of the company's R&D technical personnel, implement the company's development strategy, and formulate this plan in combination with the work characteristics of R&D technical personnel. Scope of application: All R&D technicians of the company. According to the nature of the work of technical R&D, the assessment content of R&D personnel with technical difficulties is divided into work performance, work attitude and work ability assessment.

The specific evaluation period is shown in the table below.

Assessment Cycle Distribution Table: Type of Assessment Indicators, Work Performance, Work Attitude, Work Ability, Assessment Cycle, Project End, Year, Month, Year, Year, Year The person in charge of the assessment relationship, the person in charge of the technology R&D department, together with the HR manager and the appraiser, will form an assessment team to assess the production personnel. Evaluation content design, work performance indicators, work performance evaluation form, personnel type key performance indicators, evaluation target value weight score r&d, personnel new product development cycle, the actual development cycle is 30 days ahead of the planned cycle, technical review pass rate The technical review pass rate reaches 100%, <

The project plan completion rate, the project plan completion rate reached 100 design productivity, and the results could not be put into production. The number of occurrences is less than 15, the cost reduction rate, the cost reduction rate reaches more than 10% of the technical design of technical personnel, the completion rate of the technical program reaches more than 30%, the rate reaches more than 25% of the technology, the transformation cost control rate reaches more than 10, the technical service satisfaction and related departments, the technical service satisfaction evaluation score is more than 10, the timely rate of technical data archiving, and the timely rate of technical data archiving reaches 100. Work Attitude Index, > Work Attitude Test Nuclear Indicators, Name Assessment Criteria Total Score Excellent Average Score Standard, Strong Sense of Responsibility for Score Achievement, Work Ability Index, Work Ability Appraisal Form Index, Name Assessment Standard Total Score Excellent Average Score, Standard Score Full Score Analysis Ability is Very Strong, Annual Performance Appraisal, Annual Performance Appraisal Form, Candidate Department Post Evaluator Department Post Index, Type Average Score Weight Fold, Total Score 70% of Work Performance. Work attitude 15%. 15% of the working capacity, a total of 100% special bonus points sensitive Plum number certifier Note:

Special bonus points must be accompanied by relevant supporting materials.

First of all, we must set performance goals, and we must formulate the corresponding finger and grasp standards, we must formulate the corresponding system, and we must refine it, we must evaluate it reasonably, and we must pay attention to the feedback of information, we must improve the system in a timely manner according to the situation on the spot, we must understand the ideas of employees, and correct them in time according to the ideas of employees.

First of all, you must design a goal. Then it is necessary to design the indicators of performance, design the indicator system, and the human system is divided into business knowledge, business skills, planning ability, judgment ability, ability to solve problems, adaptability, interpersonal skills, and learning ability.

First, they will conduct a spinal investigation and study of their work content, and then check the work status and work efficiency of most of the staff, and then formulate a suitable performance before infiltrating.

Some performance goals will be set for R&D personnel, and development goals will also be set for R&D personnel, which may be developed by departments or by a single person.

Generally, we will summarize our performance based on our ability to work and the efficiency of our work, and then give a reasonable report.

1.Develop a holistic strategy

The first step in performance management is to understand what the overall strategy is, which is generally related to the actual situation of the team and the company. For example, a small team of less than 10 people and a large team of more than 100 people, the former must seek the most direct and effective management method, while the latter needs a more complex management method with a laughing system.

2.Goals and OKRs

The setting, guidance, and monitoring of performance goals have to mention OKRs. OKRs are a simple and powerful way to manage goals and help employees establish a clearer goal than KPIs.

On the one hand, the O in OKR can keep the team focused for a period of time; On the other hand, KRS provides flexibility in how the target is achieved. Overall, OKRs maintain a balance between focus and flexibility.

3.Performance appraisal

While there is no silver bullet in terms of development metrics, there are some guidelines to follow. The book Accelerate refers to the measure of software development and delivery as software delivery performance. It can be divided into two categories: Simplified Basics.

Rhythm:

Lead time: The time it takes from submission to run successfully in production.

Deployment frequency: How often your team deploys**.

Stability:

Change failure rate: The number (percentage) of the changes they make to the primary application or service that result in a service degradation or subsequent need for remediation (e.g., resulting in a service impairment or outage that requires patches, rollbacks, or patches).

Using these two guidelines as a guide, appropriate assessment indicators can be developed according to the actual situation of the team. Then, combined with the ONES Performance performance management tool, it helps to measure the performance of developers and make continuous improvement of performance.

Various R&D efficiency assessment indicators.

Summary. Hello, what is R&D performance, it is the implementation of scientific, reasonable and fair assessment of R&D personnel. With the increasingly fierce competition in the market, modern enterprises pay more and more attention to R&D activities.

R&D performance management has become a focus of performance appraisal. However, due to the complexity and creativity of the work of R&D personnel compared with general production workers and operators, there is a certain difficulty in the implementation of assessment, which makes the performance evaluation and assessment of R&D personnel a major problem that plagues the human resources department of the enterprise.

Hello, what is the performance of research and development, it is the implementation of scientific, reasonable and fair assessment of the research and development of humanoid vibrillators. With the increasingly fierce competition in the market, modern enterprises pay more and more attention to R&D activities. R&D performance management has become a focus of performance appraisal.

However, due to the complexity and creativity of the work of R&D personnel compared with general production workers and operators, there is a certain difficulty in the implementation of assessment, which makes the performance evaluation and assessment of R&D personnel a major problem that plagues the human resources department of the enterprise.

Related clarification or extension: The relationship between R&D performance and enterprise performance is: in order to obtain excess monopoly profits in the fierce market competition, enterprises have core technologies and seize the commanding heights, which is a core content in technological innovation.

An enterprise is a collection of production resources, and its scarce, imitable and irreplaceable resources can enable it to maintain a competitive advantage, and the importance of these special resources is R&D and innovation. R&D investment, as a key to technological innovation, helps enterprises form core competitiveness and achieve better business performance.

How to effectively evaluate R&D performance.

The self-assessment is a white evaluation of the competency goals set at the beginning of the year and the middle of the year, and the employee evaluates the degree of competency achievement in a certain period of time in the past. He evaluated the work of the employees by the department manager of the staff to imply Honggong, mainly for the research and development personnel engaged in a certain period of time in a certain period of time, according to the performance standards of the performance appraisal of the performance of the indicators. The comprehensive score is weighted according to the above two scores of the R&D personnel's self-evaluation and the department head's evaluation, and the final performance score of the R&D personnel is obtained, which can more objectively reflect the employee's performance in the current year.