The Analysis And Design Of The Performance Evaluation System Of Jin Lin Pesticide Chemical Industrial Co.,Ltd.

21century is an era of knowledge economy, the most important characterof this era is that the focus of market competition will be transferred from thecompetition of such materialize resources as capital, products to thecompetition of human resource namely, talent .Talent is the base of anenterprise's survival and development, and the favorable human resourcedevelopment and management will benefit to the creation of an enterprise'sdevelopment environment for these talents, and enhance the enterprise'scapability of competition. On this point, the efficiency of an enterprise's HRMis the strategic factor for an enterprise's survival and development.We have participated in WTO and to be jointed with international hasbecome an urgent, result examination, which is regarded as the means ofincrease the result become more important, it is the criterion of promotion andtrain. From the regular examination, employee will know if he had madeprogress on some aspects, and which aspects he will have to make progress. Italso give people from any departments a chance to say what he want to say,and to say the low efficiency facts in the enterprise, and it can help people tointensify the correct behaviors in the enterprise, and it is the reasonablecriterion for award. In fact, many result examinations have become skin-deep,have not standard principle, so has not exert it's function and even becomeexert the passive function, so to analyze these problems in enterprises and giveanswers and thus establish efficient result examination system is verynecessary.An nation-owned chemical enterprise has established its own resultexamination system but it is not perfect, its examination contents and methodscan not exert the function of examination, can not reach to the target of justice,fair and square, promote and stimulate excellent employee, so it is verynecessary to establish a total new result examination system under newdeveloping situation.Aiming at these problems in this enterprise, we will focus on theseaspects in our designing this system:1. Make scientific job analyze before making result examination index.Job analyze is an important work in HRM, and it is an necessaryprecondition, we will have to make clear the job demand and job contents ofthese employee we want to examine .we can read the job direction, letemployee write job questionary or interview these employee. By this, we willknow this job need what kinds of knowledge, capability, workload and attitude.So we will have criterion to design our result examination tablet avoid to dothese jobs only on superficial.Because there are many kinds of work in enterprise, so there are manyjob analyze results, in order to make this job more objective, it is necessary todivide into many types, not apply one tablet to many departments in theenterprise. Vary work need vary examine factors, so one tablet is obvious notscientific, of course, we can not design different tablet one by one, it is notonly lead to high cost, but also make it tough to compare employee'relativeposition in the enterprise, the proper mean is to divide jobs into such types asmanagement and general employee, thus the examine result will be definite,and we will be able to compare relative position of the same type, and it iseasy to stimulate progress and urge on draggle. Generally speaking, jobanalyze can be regarded as the premise of result examination or a part of resultexamination.2. Choose reasonable and objective result criterion and comprehensiveresult examine methods.Result criterion is an important part in this job, but it always be ignored,job analyze has make it clear what to do, and result criterion make it clearwhat extent to reach, only combine this two factors can make clear what is thedemand of employee. According to different examine criterions, we will haveto use different examine methods, the most of employee need to use manyexamine methods, such as key event can be an complement of chart.3. Make reasonable result examine relationship and examine content.In design result examine relationship, we need to obey some principle, one isthat checker will be representative, such as superior, class fellow, subordinateor customer represent, this will help to make objective, panorama examine.The second is the checker must have excellent moral character, abundantworking experiences and comprehensive theory, can regard examine workwith high responsibility sense and punctilious attitude, avoid to carry personalattitude and partial, the third is the proportion of checker must be reasonable,in examine, the proportion of the employee'superior must be the biggest, ifthe employee have some superior, combine these superiors'advise willincrease the quality of result examination. The employee'fellow may knowsome aspects the superior can not observe, study has reviewed that workmateobservation is very good to plan for the employee'development, at the sametime, employee'self-evaluation can not be ignored, but we must avoid hisextortionate self-evaluation. We also use customer evaluation.The contents of employee examine should be all-round, we usually obtainmessage from working performance, personal capability, personal quality andworking attitude. The evaluation of working performance usually include thequality, quantity, creation and improve of finished work, according toemployee'character, the evaluation of personal capability can be divided intomany types such as professional capability, study capability, organize andmanagement capability, coordination capability and so on. Personal qualityinclude devotion spirit, integrity, and team work, the evaluation of working...