The Study Of Performance Appraisal In GUZHOU Company

The performance appraisal is one of the fundamental content in Human Resource Management system,it is the important method to make enterprise staffs display the subjective initiative and realize the department and enterprise's goal. In enterprise management practice,The performance appraisal is a very complicated and difficulty work. As for population, the majority of our enterprises in recent years the performance appraisal is also just as the basis for the payment of wages performance, the lack of a comprehensive and scientific performance appraisal system. Examine become mere formality, Employee's enthusiasm accepts certain degree contused wound. Many enterprises increasingly serious brain drain, great loss. Therefore, in the days paying more attention to Human Resource Management, it is the important content in Human Resource Management system to make a entirely and scientist performance appraisal.This article based on Guzhou company, basis checking theory and checking method in reference home and abroad achievement effect, The thesis reveals out the main problems in the performance appraisal by analyzing the current situation of Guzhou company. At the same time, for the company's specific conditions. from purpose,principle,period,putting,process,repack of the result, revise and perfect original performance appraisal system. In the process of establishing indicators by key performance indicators in accordance with the principles of design, comprehensive use of a 360-degree evaluation, establish the index system concentrating on giving first place to three major kinds of index such as achievement, attitude toward work, service ability working and establish weight. Quantitative and qualitative indicators of integration indicators and for different types of staff, adopt different indicators for performance appraisal system. As used in this case studies have certain universality, the other small and medium enterprises also have some reference value and promote.