Study On Performance Appraisal About Personnel In Key Position Of Airline

With the new economic era coming, human resource has become the primary resource in an organization. In the enterprise, human resource as the most important input element is attached great attention by the modern enterprise management community. Human resource management becomes one of the most significant functions in business management. However, the recruitment, training and adjustments of employee as well as material incentive, are based on performance appraisal. Performance appraisal, which is regarded as one of the most important activities of Human resource management, is very crucial for improving the enterprise incentive mechanism and heightening the level of human resource management.Airlines as the forefront link in the production chain of air transport, contact with consumers directly, and are taken more attention, therefore there have been shown new trends on human resource management. But performance management for the airlines human resource sustained the scheme largely under traditional management models, imperfect internal mechanism, lacking dynamism, low efficiency. Especially, airlines are ineffective on staff performance assessment which is obvious superficial and formal. The construction of the system is backward, and most of the quantitative management tasks only showed in the plan, which makes it difficult to illustrate the objectivity & impartiality of performance appraisal and the parallel between the performance and the benefits of employee or department. Therefore, the performance appraisal of airline staff needs improving. After the reorganization with enterprises, Airlines should pay more attention to the performance appraisal for the key position. This thesis is analyzed against at current stage and faultiness of airline performance appraisal, and taking a certain airlines as an example.To solve the problem mentioned above, this thesis studied on four areas. First, summing up and analyzing the existing performance appraisal theory and practice; Secondly, based on survey and investigation, analyzing the performance appraisal of one airline; Then, discussing the measures and workflow about personnel performance appraisal for the key position of airline, as well as optimizing the method of performance appraisal, thus preliminary establishing the performance appraisal system of the airlines key position according to the levels, and clearing the integrated evaluation method for index; Finally, on the base of analysis, providing the procedure and supporting measures of the performance appraisal system.The aim of this thesis is through the investigation, sampling, data analysis and statistics to identify the feature and content of the key position in airlines, and to establish a set of performance appraisal index system and appraisal system which is suitable for the key position. It is expected to improve the enterprise performance appraisal system when this system is in practice, and provide support and guaranty in terms of human resource management for the future development of airlines.