随着全球经济的持续高速发展，医药企业间竞争也在不断升级；为了稳固企业的发 展，不断加大产品研发投入。同时提高产品核心竞争力和企业的持续发展能力已成为众 多高新技术企业追逐的目标，医药企业更是如此。新产品研发的成败将直接影响企业的 生存和发展，而研发人员是科技型企业最为重要的人力资源，代表着企业的竞争能力和 新产品开发能力,是企业完成经济指标，实现经济效益不可缺少的核心力量。A 公司作 为国内一家具有代表性的大型高新技术制药企业；公司应用创新技术路径和商业模式带 动产品研发以及营销模式的转型升级并向创新国际化医药集团迈进。因此，随着公司战 略的转型与管理的变革，原有的绩效管理体系已不能为公司的高速发展提供完善的服 务，研发人员的特殊性也加大了绩效管理的难度。对研发人员绩效管理以及绩效考核理 论进行研究对于医药公司具有重要的理论意义和战略意义。 本文以 A 公司研发绩效及其绩效管理为研究对象；对 A 公司及其研发绩效以及绩效 管理等现状进行了具体的分析研究，并深入分析了 A 公司研发绩效管理存在的问题：研 发人员绩效考核体系构建不全面；研发人员绩效考核工具选择不恰当；研发人员绩效与 沟通问题日益凸显；研发人员绩效考核应用与范围单一。然后针对上述问题进行具体的 原因分析。在此基础上结合公司的实际情况提出了 A 公司研发人员绩效管理的优化设计 方案：公司研发人员绩效考核体系设计；公司研发人员绩效考核工具设计；公司研发人 员绩效与沟通环节设计；公司研发人员绩效与结果的设计。提出了 A 公司研发人员绩效 管理方案实施的保障措施：加强公司核心竞争力建设；完善公司人力资源管理体系；增 强公司创新能力建设；加强公司创新型企业文化建设。最后对 A 公司研发绩效管理方案 实施保障措施及其效果进行评价。 本文设计的 A 公司研发人员绩效管理方案旨在激发医药企业研发人员的高效创新 意识和自主研发能力，更加注重团队协作，增强企业竞争实力和绩效能力，同时，切实 可行的绩效管理体系为进一步提高医药制造企业研发人员的绩效管理水平提供了有效 的管理支持。 关键词：医药企业；研发人员；绩效管理II Abstract With the sustained and high-speed development of the global economy, competition among pharmaceutical enterprises is also escalating; in order to stabilize the development of enterprises, increasing investment in product research and development. At the same time, improving the core competitiveness of products and the sustainable development ability of enterprises have become the goal pursued by many high-tech enterprises, especially pharmaceutical enterprises. The success or failure of new product research and development will directly affect the survival and development of enterprises. R& D personnel are the most important human resources of scientific and technological enterprises representing the competitiveness of enterprises and the ability of new product development. They are the indispensable core force for enterprises to achieve economic indicators and achieve economic benefits. As a representative large-scale high-tech pharmaceutical enterprise in China, Company A applies innovative technology path and business model to drive product research and development, transformation and upgrading of marketing model and to make progress towards innovative international pharmaceutical group. Therefore, with the transformation of corporate strategy and management changes, the original performance management system can not provide perfect services for the rapid development of the company. The particularity of R& D personnel has also increased the difficulty of performance management. The research on R& D personnel performance management and performance appraisal theory has important theoretical and strategic significance for pharmaceutical companies. This paper takes the R& D performance and performance management of A company as the research object, analyzes the R& D performance and performance management of Acompany in detail, and analyzes the problems of R& D performance management of A company: R& D personnel performance appraisal system is not comprehensive R& D personnel performance appraisal tool selection is not comprehensive. Appropriateness R& D personnel performance and communication problems become increasingly prominent R& D personnel performance appraisal application and scope of a single. Then the specific reasons for the problem are analyzed. On this basis, it combined with the actual situation of the company. A company's R & D personnel performance management plan is proposed. The safeguard measures of A company's R & D personnel performance management plan are put forward. Finally, the implementation measures and effectiveness evaluation of A company's R & D performance management plan are carried out.III The R& D personnel performance management system of A company designed in this paper provides effective management support for further improving the R& D personnel performance management level of pharmaceutical manufacturing enterprises. At the same time, the research results of this paper also provide a useful reference and reference for the performance management of R& D personnel in similar pharmaceutical enterprises. Keywords: Pharmaceutical enterprises; R & D personnel; performance managementIV 目 录 摘要.........................................................................................................................................I Abstract......................................................................................................................................II 第 1 章 绪论............................................................................................................................1 1.1 研究背景与意义..........................................................................................................1 1.1.1 研究背景.............................................................................................................. 1 1.1.2 研究意义.............................................................................................................. 2 1.2 研究框架与内容..........................................................................................................4 1.2.1 研究框架.............................................................................................................. 4 1.2.2 研究内容.............................................................................................................. 5 1.2.3 研究方法.............................................................................................................. 5 第 2 章 相关理论及其文献综述..............................................................................................7 2.1 绩效及其绩效管理理论..............................................................................................7 2.1.1 绩效理论.............................................................................................................. 7 2.1.2 绩效管理.............................................................................................................. 8 2.2 研发理论及特征.......................................................................................................10 2.2.1 研发绩效理论研究.............................................................................................. 10 2.2.2 研发人员及其特征.............................................................................................. 12 2.3 医药企业绩效管理理论...........................................................................................13 第 3 章 A 公司研发人员绩效管理现状与问题分析............................................................16 3.1 A 公司基本概况......................................................................................................16 3.1.1 A 公司简介........................................................................................................ 16 3.1.2 公司人力资源情况............................................................................................ 17 3.2 A 公司产品研发现状分析........................................................................................18 3.2.1 A 公司新药研发流程........................................................................................ 18 3.2.2 A 公司产品研发现状....................................