The System Design Of Staff's Performance Appraisal Of LongSheng Company

This dissertation mainly focuses on the research into all the staffs'job performance ,work achivevments and work efficiency. It aims at making all staffs understand the relationships among task performance , job performance, payment as well as treatment and motivating all staffs to do their best to perform well to promote their own work performance and raise the degree of their satisfaction. Longsehen company is gradually transforming from a traditional industry company into a modern multi-industry company,therefore, my thesis aims at designing a reasonable and effective appraisal system according to Longshen company's status quo.The research findings as follows:1.Appraisal plan making. The performance appraisal plan is the start point of the performance appraisal plan's process.Managers and staffs at all levels should make a discussion and achieve agreements on tasks what to do , when to do , why to do and how well to do at the beginning of new performance appraisal's period. Setting performance's goals is the first step of performance appraisal plan which consists of performance goals setting,performance appraisal perparing,performace appraisal supervising.2.Staffs'performance appraisal records management.It will be helpful for managers to do management work more efficiently and know enployees'performances well so that they can give guidance to the right employees who underform. And it will provide original evidences for quarterly and yearly appraisal to make performance appraisal fair and just. The performance appraisal is for making administrative decisions relating to payment ,promotion, advanced employees selection, prospective trainning which encourage and spur on staffs to promote performance appraisal's efficiency and figure the enterprise's culture.3."360-Degree"appraisal plan making about Frontline employees.The company establishes performance appraisal index through interviews and get the evaluation of feedback through multi-rater appraisal questionnaires.The effective feedback on the contents of appraisal and evaluation index is undivided from the efficiency on appraisal questionnaires."360-Degree"appraisal reflects staffs'capacity to their positions.Considering the facts of Longshen company, the thesis focuses on three main aspects consisting of work performance ,work attitudes and work capacity."360-Degree"appraisal of this company adopts the combining rating scale with open-ended questions.Each Appraiser should be given different rights in terms of the intimacy between the appraisers and staffs.4.The KPI system of departmental level managers establishing.It is used to establish the positions'performance appraisal index and standstards of evaluation to check the key performance appraisal index.In terms of the reseach into Longshen company's status quo of performance appraisal ,some problems existing as follows:1. unclear to the performance apprailsal's goals and objectives.The system of performance appraisals is a circular management system for final performance inprovement consisting of appraisal preparation , appraisal implementment ,performance feedback as well as performance improvement.However, the company authorities only make decisions relating to payment and rewards to the staffs instead of systematic thinking as a result of lacking goals and objectives of performance appraisal.They don't realize performance appraisal aims mainly at improving enterprise management itself with the findings of staffs'shortcomings ,with work performance of enterprise organization and staffs improvement, with staffs'potential development, and presents references and evidences to the decision-making on human resource management and company's strategies.2. Incomplete performance appraisal system.In the company, performance management and appraisal mechanism stipulate that profit distribution is implemented at the end of one month or one year.At the same time ,because of the demerits of this system and mechanism, the company authorities often take their subjective and personal emotions into consideration on distribution so that the distribution is unfair. The staffs often have complaints about this system so that they don't have positivity of participation and don't support it when it is in use.3. Performance appraisal pays attention to quantity instead of quality of products andpartial index are not taken consideration into the final appraisal in use. The appraisal index concludes such index as sale,profit,product quantity as well as product quality index (yield of products, ratio of first grade products and so on).safety in production (such as the ratio of the injured out of a thousand persons, the numble of grievous bodily harm, death tolls and so forth).environment protection( yeild on the rate of waste gas emission and waste water.),the proportion of equipment in good condition and so on.the bonus given to staffs lies in the final result of appraisal.However, in the real process,the bonus depends on the quantity of products.everything goes well when nothing happens , while fines will be imposed according to the regulations once producing accident occurs.4. Insufficient and single appraisal records in use.with its single use of the result ,The records of performance appraisal can't be made best use.the aims of performance appraisal is to encourage staffs to improve their abilities and promote the growth and development of the company .therefore, from this point of view, not only can we measure the staffs'bonus by the way of performance appraisal,but also present the evidences and standards to make administrative decisions relating to payment ,welfare,position promotion and prospective trainning.These existing problems deter badly organizational performance and further development of the company.Therefore the priority is designing a set of scientific,reasonable and useful system of performance appraisal for the company's further development.5. Absence of feedback mechanism of performance appraisal. In the Longshen company,its performance appraisal is only a system in the paper,so the records cannot be used efficiently and have hardly influence on the enterprise's decision-making as a result of unclear goals and objectives of performance appraisal.the system of performance appraisal is devoid of some key links such as appraisal feedback,appraisal communication and appraisal improvement so that the whole system can not operate well circularly.Performance appraisal is the core of the functional system of Performance management .It signifies that a complete effective system of performance appraisal can work well on the basis of popular knowledge.This dissertation focuses on designing performance appraisal and its schemes as well as implementing principles and approaches.