Research On Improvation And Application Of The Project Design Team Performance Assessment In AVIC-APC

China Aviation Planning and Construction Development Co., Ltd. is a member of AVIC, and firstly issued by the ministry of housing and urban-rural development,integrated Grade A design company. Its skills, market credibility, revenue units are located in the same industry forefront. In recent years, infrastructure was invested stablely on a large scale in our country. Domestic construction market, even in the context of the international financial crisis, still maintained its prosperity, while the competition heated up. The traditional state-owned design firms have some advantages in the technical strength, quality design, but there are some deficiencies in many aspects, such as service, project operational control, cost control, especially a big gap about scientific management, compared to foreign well-known design company. Improve the management level is the requirements of design firm's own development .In recent years, AVIC-APC have some changes in management concept, management philosophy, internal organization,for improving the management level,adapting to market conditions, and maintaining existing market share and continuing to become bigger and stronger.As the company's smallest business unit,Project engineering design team is an important component of corporate performance and an important part of human resource management. APC's performance appraisal system is currently only carried out in unit-level entities, and there is obviously still a certain gap between implement of the company's strategy.There are some imperfections in corporate performance management system too. In such a context,this paper designs a project team performance evaluation system.Comparing the old performance appraisal methods, major improvements are realized to accommodate the company's current performance management system. The first chapter introduces the definition of the project design team and team performance,summarizes the characteristics of the project design team, analyzes the performance appraisal and performance management, and points out the connection between the design team performance assessment methods and the company's overall performance management system,on which significance of the project design team performance appraisal system is discussed, and effection of performance management on corporate strategy ,corporate culture ground,quality and human resources management. Finally, a brief introduction about a number of domestic and international performance management theories, the development of performance management at this stage.In Chapter II, the project design team's existing performance evaluation system of APC was analyzed. Firstly, the overall profile of corporate strategy is introduced in detail.From analyzing the corporate strategy map, according to the four dimensions of balanced score card (values and objectives, customers and evaluation, processes and standards, learning and growth), the company's overall strategic objectives are introduced . Then the basic project design procession and design company project team performance appraisal system is introduced. By analyzing problems of the current performance appraisal system are pointed out : Project design team performance appraisal is out of touch with business strategy; Performance evaluation of the results only serve the distribution of bonuses; Set over a single evaluation index; The pursuit of short-term performance, ignoring long-term performance; Ignore the overall assessment of the project team; Ignore the participation of employees.under the analysis of Chapter II , in Chapter III, the company's project design team has improved performance appraisal system. With KPI theory, performance evaluations index system is designed based on the implement of company strategy. The new performance indicators are set on purpose of improving team productivity, service capacity, and further building service-oriented and learning team, so that "All who assume responsibility for all people carry the targets.".In the running process of the performance appraisal system,full communication with the team and staff make them gain a better understanding on corporate strategy and further integration with the corporate culture. Performance index in the design before the first of the characteristics of knowledge workers were analyzed, and described the principles set KPI targets. After doing the preparatory work, Application of "brainstorming" selected four dimensions of team performance assessment indicators, each dimension contains 2 to 5 markers. Assessment indicators for more, first the weight distribution of the four dimensions and then within each dimension of the allocation weights. The weight distribution of the four dimensions of subjective experience of law by which negative incentive indicators and indicators within the assessment criteria are not counted. Assessment criteria within each dimension weight distribution weight factor method used. Finally, a target item and the weight distribution of the summary, the formation of the company's project management team and team member performance appraisal form performance appraisal form.For the new performance appraisal,Chapter IV develops implement security system, and performance appraisal departments were re-classified. Finally the new performance appraisal system, simulated the implementation of 102 in a pharmaceutical plant in the construction design process to the full performance track, forming the project team's performance appraisal form. By simulating the implementation of the analysis, summarizes the performance appraisal system be improved positive results, and points out the lack of need for further improvement.In this paper,a new performance evaluation method of improvement is conducted on the AVIC's original project design team . A systematic approach to evaluation in all aspects of project design team and motivate its members to make full use of their knowledge and skills to create greater value for the company. Members of the team performance targets and individual performance goals and company performance goals linked to organic; Resource allocation function of the team members work with the company's overall performance results and combine; Members of the team performance assessment and self-worth individuals and companies to achieve sustainable development of organic coordinate.Of course, performance appraisal is a continuous accumulation of constant innovation, Performance assessment team and team members can not do a good job soon. a good performance appraisal system needs to constantly revise and improve in practice, the new performance appraisal system needs to set aside time for inspection and amended. To achieve results, need to adhere to. Performance evaluation is an important part of performance management. I hope this can be done to improve performance appraisal overall performance management for the company to make some supplementary and enrichment. To performance management and human resources management to form an organic combination, as part of corporate culture to create a harmonious atmosphere and efficient management.