R&D Performance Management

“R&D Performance Management must be based on the strategic targets of the whole Company to achieve balance between long-term interests and short-term interests. KPIs of R&D should be quantified as long as they can be, but not absolutely quantified, with consideration given to comprehensive management costs. Quantification of indexes forms the process capability base line of the Company.”
  • Project KPI ensures that the Company’s strategies are implemented in specific project plan and action
  • Performance PK automatically allows objective performance data of different personnel and different departments to be compared and analyzed
  • Automatic summary and statistics of employee performance evaluation results and grading ensure the Company’s active curve
  • Achieve electronic definition of performance objectives, self-evaluation, external evaluation and final evaluation of personal performance commitment management
  • Automatic summary of all objective data of projects supports quantitative performance evaluation of projects
  • Automatic summary of an individual’s objective job data in a time period completely eliminates the need to collect employees’ performance data monthly and quarterly
“When we know objectives, objective management is effective; unfortunately we seldom know objectives.”--Peter Drucker“RDM personal performance commitment management process allows project and department objectives to be converted to personal performance objectives, thus showing the way for everyone’s efforts.”

KPIs of projects allow the actual performances of projects to be fully reflected

Based the Company’s actual management needs, users can flexibly determine performance KPIs of each project, providing actual project performances for finance, internal operation, clients, etc.
Performance diagnosis ensures proportional division of performance evaluation results, avoid equalitarianism and activate organization’s vigor.

Personal performance commitment management flow allows more fair and objective evaluation of an employee’s work

Personal performance management flow allow superintendent to break down department and project performance objectives into each member’s performance objectives, converting leader’s ideas into each employee's action; self evaluation of employees’ performances enhance their self management capability; feedback and summary of external performance comments promote operations of trans-department project team, and enhance project manager’s evaluation rights; performance diagnosis allows to understand reasons that affect employees’ performances, providing improvement objectives for next performance evaluation stage.

Automatic summary of quantitative performance data enhances objectivity of performance evaluation

Automatic summary of quantitative data (progress, quality, delivery and workload, etc.) allows more objective and fair evaluation of project performances and personal performances, avoids subjective evaluation, and effectively avoid short-term impression inclination for performance evaluation, allowing performance evaluation to reflect the general conditions of the whole performance evaluation period more truly.