Design Of Performance Appraisal System For LD Co., Ltd.

Performance appraisal is a very important component of the Human Resource Management system. It is a significant step to establish a set of performance appraisal system for the performance management. It is an entirely new and critical task for all the domestic enterprises to design and establish a scientific performance appraisal system which is applicable to present domestic situation and meets the demands of the enterprises to develop in today's economic globalization.As for the fossil power plants in China, which are the enterprises mostly colored with planned-economy, it is of great contemporary importance to meet the requirements of new ages, master the core of management-human resource development and management, and build up a scientific and reasonable performance appraisal system according to the enterprise's reality, which are helpful to activate the distribution system and release the initiative of all staff, then to increase the competitiveness of the enterprise.Basing on the comprehensive study and summarization to the theory of performance appraisal, the author analyzed the current situation of LD Co., Ltd. conscientiously, and found out some problems and shortcomings of the former appraisal system of this company. According to the analysis, the author put forward the general skeleton of designing a new performance appraisal system of LD Co., Ltd combining the contemporary management theory, successful experiences of other companies and the reality of LD Co., Ltd. Then, the author established the performance appraisal standard system and it's implementing regulations for all branches, departments and positions according to the skeleton, which compose a set of reasonable system primarily. Lastly, the author gave some advices on application of the appraisal result and the ideological, organizational and systematical methods to insure a successful proceeding of the new appraisal system.The design combined management theory obtained from the MBA courses with practices. The author sincerely hopes that it could provide some significant references for people working at the human resource management in the fossil power plants in China.