The Study For Reform Of Technician Performance Assessment In ShenYang LiMing Company

Modern corporation system require to improve administer level constantly, Administration must be give us benefit . Performance administration level is one of the most important tache in corporation administer level, Especially large state-owned enterprises only if step up the level of performance administration ,It can adapt the increasingly intensive marketing competition circumstance . Performance administration is"people oriented"idea that it can accelerate the people and enterprise merged which called ideal tool, The permanent subject matter is arousing the staffs' initiative.therefore,Do with corporation performance administration,Not only it can arouse the staffs'initiative and promote theirs qualities,but also can become good organizational culture, In the final analysis it can promote enterprise development,It is really called four have at one stroke.Modern corporation is either administer level competition or genius and technology.The technical is important parts of enterprise's staff and the basic of core competency of enterprises, Technologist looks to be a force in it. Enterprise which wants to obtain competitive edge in marketing competition, It must pay attention to practice on expert-turned talent team building , Using various initiatives measures to wake technologist's potential,It makes enterprise developing constantly.Fair and equitable's must be based on scientific Performance Assessment, Via it can grasp accurately,Exerting performance administration correctly.Shenyang Liming aviation engine(org) limited liability company is a large-scale state-owned military industrial enterprises which belongs to China aviation industry company org,It also be famous enterprise for all to see, It is known as"China aviation engine's cradle"It owned 15000 staffs.Along with the company's products upgrade,paradigm shift and nation attach importance to,company has taken on good momentum of development,The sales revenue was from 3.1 billion in 2007rise to 5.1 billion in 2008,It reached6.6billion in 2009. moreover, The outgoing degree of enterprise keeps rising,company has cooperated extensively with GE of USA,SNECMA of FRANCE,R.R of BRITISH and so on which is belonged to Fortune 500 Companies and others famous companies.The figures show that enterprise administration level promote continually especially technologist performance administration level; cooperating in deep,advanced administration idea,changing the talented Liming people .The basic on extensive form administration,2008,company fully implemented lean management,created strategy map,balanced scorecard administration and found strategy map of company annual development,enclosing strategy map"value,client,flow and criterion,learning and pullulation"four dimension,found the company colligation balanced scorecard, disassembled every system colligation balanced scorecard target.Every department,every productive unit according to theirs responsibilities to take on every system target, all levels cadre including technologists take on target of the system and entity,according to target's actual situation divide into annual indicators and quarterly indicators.As the target divide ,the company establish target's merit system,the result of merit system is applied to benefit so that it accelerate company's strategy implement efficiently.This management measure's implementation can arouse staffs'positivity,creationary.But this measure implement only two years, It needs to take perfection so that it can create big efforts .This article is basic in that it has analyzed the company's technologists'performance appraisal course and existing problems ,according to the performance administration's theory ,using for investigation,the analytic hierarchy process of influence factors,case,and so on.It has introduced and analyzed with circumstance ,It has defined technologist performance innovation's target,principle,content,method procedure,consequence in ues and analyzed the effort.This article has offered four proposals to Liming company's technologist performance appraisal system which it can improve and consummate :1.Setting up performance indicatior scientificly .First we should set up indicatior and finish hard. On the assumption that it can contribute to company's strategic target, setting up target for the various levels'technologist not only they could break through it but also they could be closed to it , This is a very important keys to play a role in technologist.Second we should set up indicator scientificly which according to value chain's KPI.It means Key Performance Indicators.The KPI will restrict enterprise's development and more significance's indicators to enterprise which will be designed a challenge KPI and enlarge one of parts values in various levels technologist's performance appraisal proportion ,adding theirs ability to handle crisis ,setting up theirs respect accorded by faculty of various levels technologist's KPI,therefore, It can upgrade technological achievements'researching and speed of application , Enterprise's major technological level will be setted up,Third ,It will have subdivision with weight distribution.According to technologists with different levelk, which weight distribution will be set up about working achievement and working ability,We should consider technological innovation,technological breakthrough,solving technological's problem which is directed to technologists .as for technologists who are one-level or two-level should be considered appraisal assume or take part in company and headquarter,enterprise and system's decomposition of important working which can conclude the key performance indicator and provisionality case of important working's completion.2.Holding the measure performance criterion. On the one hand we'll found the mechanism about analysis reviewing and reminding,according to the end of quarter and the end of year which the colligation balanced scorecard will do the strategic reviewing,analyse accomplished target,remind notice or deviate target that it is in keeping with the company's whole stratagem .The second hand,choosing good estimator with going a step further,adding estimate's authenticity and reality. dialectical analysis must be well,according to the mistake,correcting in time, The estimate must be scientific and reasonable . The third hand, using performance theory correctly which contrapose to technologist's measure of performance appraisal, especially contrapose to the top technologists, The performance appraisal must give the top ones some chance that they can give birth to new products. The fourth hand , we solve the thoughtful to staffs ,It must be equity.It is known by estimators which they think uncomplexity and have no burden who could take part in and accept the truth of estimate. The fifth hand ,Building training modules further, especially it strengthen the strategic targtet of company training, It can make technical staff responsibility clear-cut, Let them know whether their work deviate organization's request.It must be found"regular meeting"system,introducing the company's stratagem to technologist in time and taking forward in request,It tends to raise a burning question which is about bottleneck problem.knowing the key of technologist's task course ,offering resource guarantee to technologist, coordinating the solution of the problem which technologist meet with.3.Building performance's feedback module, By means of personal feedback module which can make technologist realize their shortage and think of their responsibility of group's benefit,arousing their sense of responsibility .Bulding feedback modulev which must be timeliness and objectivity .4.Performance Appraisal's appeal and arbitration module would be perfectly,whatever performance appraisal scientificThe result of appraisal can be relatively fair ,Not only makes the relatively fair maximization and allow to appeal and arbitrate,but also it refine the operation method when in the implementation process. Company's technologist framework tree hasn't been perfect recently because of competency and qualification standard and selection of staffs'qualification ,It still have vacant position of 83,We should make"spamtrap"better,Not only offer wide platform to reserve staff but also increase reserve technologists'enthusiasm of their work and activity ,It produces more bait and less fish ,It causing"spamtrap".This thesis is major in reform problem of large and medium-sized state-owned enterprises.According to Shenyang Liming company and try to use for performance administer,It'll use balanced scorecard to build up scientific performance appraisal system which apply to human resource management level of state-owned enterprises, It is important to practical significance .With the help of our state-owned enterprises'reform due to these investigations, Exploring out some new method and new mode which to solve these problems .