The Study Of Performance Appraisal System Diagnostic In Gyl Group Co

Since the reform and opening,Monopoly type of state-owned enterprises in spite of the working personnel to human resources management system management system transformation,But in fact not the color is out of the management system,The senior management are not human resources management service to the development strategy that,Lack of effective an incentive and restraining mechanism for the abuses.This paper discussed the monopoly type of state-owned enterprises and the modern human resources management theory be combined organically,Avoid abuses,Set up to the socialist market economy and the state-owned enterprise management system of human resources management system,Maximize their role of state-owned enterprises.Maximize their role of state-owned enterprises study group co gyl ( gyl ) is the abbreviation of the group established a city which the holding of assets of about $1 billion more,Net worth about $600 million more,More than 800 staff of the state-owned medium enterprises monopoly water.This research on the performance appraisal system gyl group to meet the interviewees 76 million,Covers senior managers and staff management, production of intermediate,Full access to the company's management system,Management reports, almost more than 200,Issued questionnaire 165 of its effective,From human resources are basic conditions, human resources management and strategic planning, the post office management, the administration, training and career management research and evaluation,Analysis gyl group human resources in the work of the performance appraisal system properties,Characteristics and problems: 67.7 percent of the employees think that the content of the subjective strong,Lacks objectivity and relevant,Performance appraisal system procedures for planning, implementing, testing and feedback four areas have different degrees of the missing,Performance appraisal system effect of a,The result in wages and salaries, transfer and training and career development and application is not fully,For performance evaluations fear,The performance appraisal of fear and conflict with the performance and was the result of salary and welfare benefits will not affect a lot of ideas and inconsistent with performance and the result of salary and welfare benefits affect the innocent employees to wait for 82 %.Order to solve problems through the search for countermeasures :With the key performance indicators kpi theory,Indicators produced by the financial and economic indicators, the customer class indicator, internal business process four,Establish management of cadres of the performance appraisal target system, Pdca theory according to the establishment of a performance goal, counselling and performance appraisal of performance and performance feedback based on the performance management procedure system,Establish performance results of the application solutions. Establish economic growth compatible with the enterprise, Mingled with the performance pay concept of the application of the allocation and distribution patterns.With the performance appraisal system to implement interface layer to different salary distribution patterns.A bonus, subsidy as a basic salary system of distribution of supplementary role in the form of regulation.the construction of the performance appraisal of the corporate culture.Enterprises and enterprise management, Performance appraisal of integration , Performance appraisal of cultural expression people-oriented,Tolerance and encourage progress, and fair, open and fair, and common staff.