Research On Performance Evaluation Of Editors Of X Newspaper Based On Balanced Score Card

With the rapid development of Internet technology,new media has penetrated widely into all aspects of today's social life.The increasingly fierce market competition and professionalized talent competition make it necessary for the newspaper industry group after restructuring to transform itself to gain a competitive advantage.It must establish a modern enterprise management system that conforms to the law of development of the all-media era,attract and gather outstanding talents,and then realize Sustainable development.As a major source of newspapers' operating income,advertising revenue presents a cliff-type decline rapidly.How to motivate newspaper editors to actively innovate,create a steady growth of the revenue mechanism and revenue sources of newspaper media groups,and to provide the normal economic support for the new media to the current mainstream development trend that is the purpose of writing this article.This paper uses the theory of balanced scorecards as an evaluation tool to infiltrate the performance evaluation of news reporters,from the perspective of the editors and editors in the news department of X newspapers,through the electronic questionnaire survey,investigates the problems in the performance evaluation of X newspapers,and systematically analyzes the causes of the problems from different angles and levels.Put forward the corresponding system to solve the countermeasures.This article introduces the background process of Kaplan and Norton's creation of the Balanced Scorecard,and summarizes the advantages and disadvantages of the Balanced Scorecard.The Balanced Scorecard includes four dimensions:customer,internal control,financial management,and learning and development.It is an innovative performance evaluation management idea and operation system that is guided by the company's strategy.The Balanced Scorecard is not only a management tool,but also a management concept.When assessing the performance of enterprise management or editing and editing personnel,and on the premise of clarifying the strategic objectives of the company,it can be considered from the four dimensions of customer,internal operation,finance,learning and growth.We suggest a dynamic management system that takes the financial dimension as the core and seeks to drive each other and support each other in the other three dimensions.And to solicit the opinions of editors and editors,and adopt the principles of quantitative indicators and qualitative indicators,as well as comprehensive considerations of financial indicators and non-financial indicators,in order to ensure the operability of the assessment system and to play an incentive role.As a typical representative of a daily newspaper company after the restructuring of the enterprise,the X newspaper company is adapting to the new trends in the development of the media industry.It is also carrying out the integration of resources for various communication platforms,and will inevitably face many difficulties in the process of enterprise reform.This paper investigates through the distribution of electronic questionnaires and finds that most of the editors and editors are not satisfied with the newspaper's remuneration assessment mechanism.They believe that the indicators for performance appraisal are irtational,they cannot reflect their contribution to newspapers,they cannot promote individual career development,and they are difficult to mobilize.There are some representative issues that are common to newspapers.For example,the employees of the editorial staff are over-aged,lacking enthusiasm and creativity.This paper investigates through the distribution of electronic questionnaires and finds that most of the editors and ed itors are not satisfied with the newspaper's remuneration assessment mechanism.They believe that the indicators for performance appraisal are irrational,cannot reflect their contribution to newspapers,and cannot promote individual career development,and it is difficult to mobilize the enthusiasm of employees.Through the distribution of e-questionnaires,individual interviews,and statistical data analysis methods,it was found that X newspapers had problems with performance appraisal of editors:biased appraisal targets,irrational appraisal guarantees,insufficient staff participation,lack of effective feedback mechanisms and process control in the appraisal system.This reflects the unclear and insufficient attention paid by the management of the newspapers to the performance appraisal targets of the editors.The performance appraisal system needs to be improved and the level of human resources management in the newspapers is relatively weak.Therefore,this paper uses the balanced scorecard theory to try to solve the above problems.When setting performance appraisal indicators,it should maintain consistency with the newspaper's strategic goals.When designing indicators,it must adhere to the principle of fairness and fairness.After applying the indicators of balanced scorecards,it must use feedback mechanisms to apply appraisal results to newspapers.Improvement of the management system and career planning for employee personal growth.The principle can ensure the operability of the appraisal system and play an incentive role.In the design of specific assessment indicators,in addition to considering the four dimensions of corporate finance,customers,internal operations,learning and growth,the social and political dimensions should also be included in the evaluation indicators based on the special attributes of the newspapers,so that the reference value of the proportion The research method is feasible to quantify the performance evaluation index system adopted by X newspapers.It should also be included in the assessment indicators based on the newspaper's special attributes.After the assessment based on the Balanced Scorecard,it is necessary to use the feedback mechanism to apply the assessment results to the improvement of the newspaper management system.The reference value of the proportion The research method can accurately quantify the performance evaluation index system of the X newspaper editorial staff.Finally,after designing a scientific and reasonable performance evaluation index system for editors,it is necessary to introduce scientific and perfect information management systems to obtain accurate data for performance evaluation.Strengthen the business training of editorial staff and performance appraisers to ensure that the appraisal system is applied openly and fairly.It is also necessary to establish a follow-up feedback mechanism for the results of performance appraisals so that the shortcomings in the performance appraisal system can be corrected in a timely and effective manner,and the performance appraisal plan can be continuously optimized to adapt to the company's strategic development goals.