近年来，在深化药品管理体制改革、加快创新药优先审评审批等政策的引导及刺激下，我国创新药领域展现出勃勃生机，国产创新药上市速度加快、种类激增，表现出广阔的前景。同时，随着我国人口老龄化的进程，在这个千亿级的市场上，国内外资本快速涌入，创新药企业迎来了一波新的“风口”，数量如雨后春笋般激增。绩效管理是提升企业绩效的有效手段，建立和探索可行的绩效管理手段，是保证企业高效运行、实现效益、发挥社会价值的基础。然而，不同于以往的传统制药企业成熟的管理模式，迅速兴起的高科技制药企业，其经营模式的灵活性和多元化，为绩效管理带来前所未有的挑战。本文选取一家迅速崛起的高科技制药领域的初创公司（JX制药）作为研究对象，充分考虑聚焦医药研发员工的特点，灵活运用先进的绩效管理工具理论以及管理工具，从绩效管理方法学与工具、绩效目标制定、绩效考核、绩效沟通与反馈、绩效结果应用五个维度，提出一整套优化的、有效的管理体系，同时，设计出切实可行的绩效管理沟通策略，以期将优化的绩效管理体系切实可行的落地。针对项目管理人员、以及早期研发人员，根据其工作岗位以及对绩效管理需求特点，设计出一套具有针对性的绩效管理考核体系，以期探索出创新的绩效管理模式，从而找到切实可行的方法激励项目管理人员和早期研发人员，从而提升整个组织绩效水平，进一步促进企业的战略目标的实现。同时，本研究的成果为该类高科技制药企业提供绩效管理的样板，从而提升该类公司在市场上的核心竞争力，进一步推动领域的发展。
In recent years, under the guidance of China‘s policies of deepening the reform of the drug development and accelerating the priority review and approval of innovative drugs, domestic innovative drugs have accelerated the pace of listing and significantly increased the number of types, showing a strong innovation ability and prospects. At the same time, with the acceleration of the aging process of China‘s population, the market potential of China‘s pharmaceutical enterprises is huge. In this 100-billion-level market, domestic and foreign capital is rapidly pouring in, and innovative pharmaceutical enterprises have ushered in a new wave of "wind", and the number has mushroomed.Performance management is an effective way to improve the performance of enterprises. Establishing and exploring feasible performance management ways is the basis to ensure the efficient operation of enterprises, realize benefits and play social value. However, unlike the mature management model of traditional pharmaceutical enterprises in the past, the rapid rise of high-tech pharmaceutical companies has brought unprecedented challenges to performance management due to the flexibility and diversification of their business model.This article selects a rapidly rising high-tech pharmaceutical startup company (JX Pharmaceutical) as the research object, fully considering the characteristics of focusing on pharmaceutical R&D employees, and flexibly using advanced performance management tool from five dimensions, including methodology, goal setting, performance evaluation, Communication and feedback, and performance result application. At the same time, proposal of communication strategies has been raised to ensure an effective implementation.In addition, exploration of innovative performance management model for project managers and early R&D personnel could be helpful on strategy achievement.At the same time, the results of this study provide a model for performance management for such high-tech pharmaceutical companies, thereby enhancing their core competitiveness in the market and further promoting the development of the field.
