MBA教育中心知识库

  受市场需求不足及科技变革等因素影响，零部件生产制造业的市场竞争日渐激烈。为适应市场需求和科技变革等需要，科技创新成为企业提高核心竞争力的关键战略。渤海公司作为一家零部件制造业，其科技人才的研发创新工作在推动新技术、新产品的开发，提高企业核心竞争力方面发挥着重要作用。科技人才的发展离不开科学、高效的绩效考核方法，但公司现行的科技人才绩效考核体系与科技人才的职业发展不匹配，建立完善的科技人才的绩效考核体系迫在眉睫。

本文以渤海公司科技人才绩效考核体系为研究对象，阐述了渤海公司需要实施科技人才绩效考核的研究背景及意义，通过研究国内外相关绩效考核的现状，提出了本文的研究思路和方法。通过梳理目前渤海公司的绩效考核现状，结合问卷调查和科技人才访谈，分析归纳出渤海公司现行绩效考核存在的问题。绩效考核指标方面的主要问题是考核指标设计不科学，双向沟通意识不够。绩效考核标准方面的主要问题是评估标准制定不清晰，评估周期过于频繁。绩效考核方法方面的主要问题是考核方法与公司战略脱节，缺少考核培训指导工作。绩效考核流程方面的主要问题是反馈标准不明确，缺少申诉机制。绩效考核结果运用方面的主要问题是激励梯度划分不明确，激励模式单一。

  基于渤海公司的实际情况，借助绩效考核的相关理论对渤海公司科技人才绩效考核体系进行优化设计。在绩效考核指标方面建立绩效考核指标体系，增加双向沟通。在绩效考核标准方面精确设定绩效考核权重，调整绩效考核周期。在绩效考核方法方面制定KPI与OKR相结合的绩效考核体系并增加考核培训指导工作。在绩效考核流程方面完善绩效反馈机制，建立绩效考核申诉机制。在绩效考核结果运用方面完善激励制度，丰富激励措施，并进一步完善配套的组织、制度、信息技术保障措施。

  基于以上研究分析，本文为渤海公司科技人才绩效考核提供有益借鉴，激励科技人才的工作效率，增强科技人才的工作责任感，充分发挥科技人才绩效考核的作用，为公司的高质量发展提供保障。

        Affected by the factors of insufficient market demand and scientific and technological change, the market competition of parts production and manufacturing industry is becoming increasingly fierce. In order to meet the needs of market demand and scientific and technological change, scientific and technological innovation has become the key strategy for enterprises to improve their core competitiveness. As a component manufacturing industry, Bohai Company's research and development and innovation of scientific and technological talents plays an important role in promoting the development of new technologies and new products and improving the core competitiveness of enterprises. The development of scientific and technological talents cannot be separated from scientific and efficient performance appraisal methods, but the company's current performance appraisal system of scientific and technological talents does not match the career development of scientific and technological talents, so it is urgent to establish a perfect performance appraisal system of scientific and technological talents.

        This paper takes the performance appraisal system of scientific and technological talents of Bohai Company as the research object, expounds the research background and significance of the performance appraisal of scientific and technological talents, and puts forward the research ideas and methods by studying the relevant performance appraisal at home and abroad. By sorting out the current situation of the performance appraisal of Bohai Company, combining with the questionnaire survey and the interview of scientific and technological talents, the problems existing in the current performance appraisal of Bohai Company are analyzed and summarized. The main problems of the performance appraisal indicators are that the design of the assessment indicators is not scientific and the awareness of two-way communication is insufficient. The main problems of performance appraisal standards are that the formulation of evaluation standards is not clear and the assessment cycle is too dense. The main problem of the performance appraisal method is that the assessment method is not appropriate, and the assessment training and guidance work is ignored. The main problem in the performance appraisal process is that the feedback content is not comprehensive enough and the career development of scientific and technological talents is ignored. The main problem in the application of performance appraisal results is that the incentive effect is not significant and the incentive measures are relatively single.

        Based on the actual situation of Bohai Company, the performance appraisal system of scientific and technological talents of Bohai Company is optimized with the help of the relevant theories of performance appraisal. In terms of performance assessment indicators, improve the assessment indicators and increase the coordination gap between both sides. In terms of performance evaluation standards, formulate reasonable evaluation standards and adjust the performance evaluation cycle. In terms of the performance appraisal method, formulate the performance appraisal method combining KPI and OKR, and increase the assessment training and guidance work. In terms of the performance appraisal process, we should improve the performance feedback mechanism, and pay attention to the career development of scientific and technological talents. In terms of the application of performance appraisal results, improve the incentive system, formulate diversified reward and punishment measures, and further improve the supporting organization and system guarantee measures.

        Based on the above research and analysis, this paper provides useful reference for the performance appraisal of scientific and technological talents of Bohai Company, encourages the work efficiency of scientific and technological talents, enhances the sense of responsibility of scientific and technological talents, gives full play to the role of the performance appraisal of scientific and technological talents, and provides a guarantee for the high-quality development of the company.