摘要
由于研发人员工作内容的复杂和产出的不确定,如何对其绩效进行科学、准确的测量和管理一直以来困扰着研发管理者。较之于社会标签、工作结果等表层绩效信息,对研发人员日常工作行为的分析研究可以帮助我们更好地理解其深层次绩效特征,进而开展有针对性的绩效管理。因此本文提出了一种基于行为证据推理的研发人员绩效测量方法。这一方法首先确定与研发人员绩效相关的行为证据,进而采集行为数据并利用证据推理规则构建起研发人员"行为-绩效"间的推理关系,进而根据推理结果对研发人员绩效表现进行预测和管理。通过实证研究,上述方法可以有效判断个体研发人员的绩效水平,并帮助研发管理者开展有针对性的绩效反馈、提升。
Today, the activities relevant to performance management(PM) can be found in every corner of business, and its importance could be described by a famous business motto that whether a company measures its workforce in hundreds or thousands, its success relies solely on performance. Despite its importance as an enabler of successful business, some issues and shortcomings still exist in the performance management research and its implementation, and the PM dilemma in the R&D management process is widely agreed as the most representative one.Due to enormous complexities and uncertainties existing in the process and output of R&D workflows, it is always a major challenge for R&D managers to measuring and managing their subordinates′ performance accurately and timely. Traditional PM frameworks and R&D management tools are largely incapable to guide the R&D managers out of the dilemma. The emergence of behavioural PM indicators brings a new approach to measuring and managing the R&D personnel′s performance in a more convenient and convincing way since these indicators reveal more profound performance characteristics as compared with the traditional ones. Therefore, a behavioural evidence-based PM way for the R&D personnel is explored in this article. The main idea of the innovation PM approach for the R&D personnel is to first select a competency model to determine the competency factors to be measured. Then possible data sources for the measurement of the factors(these can be identified via discussion with key stakeholders) will be determined. Finally, suitable models from the artificial intelligence field will be determined to produce proxy assessment of the factors, and then competency and performance will be measured from the data sources. Specifically, there are four main steps to apply the evidence-based PM approach:The first step is to establish a competency model based on the strategies & objectives of the organisation(or simply apply an existing model). The competency factors reflect the characteristics of
作者
郑毅
徐芳
牛华勇
Zheng Yi;Xu Fang;Niu Huayong(Institutes of Science and Development,Chinese Academy of Sciences,Beijing 100190,China;School of Public Policy and Management,University of Chinese Academy of Sciences,Beijing 100049,China;International Business School,Beijing Foreign Studies University,Beijing 100089,China)
出处
《科研管理》
CSSCI
CSCD
北大核心
2020年第10期238-247,共10页
Science Research Management
基金
自然科学基金面上项目:“基于证据链的学术影响力定量评价方法研究”(71771205,2018.01-2021.12)。
关键词
研发绩效
绩效管理
证据推理规制
行为证据
R&D performance
performance management
evidential reasoning rule
behavioral evidence
