Kpi-based Performance Appraisal System. F Study

Performance management is to achieve continued success of organizations, through the continued opening the process and achieve organizational goals and the benefits of the expected, and promote the team and people to reach the goal. Along with the traditional human resources management to the strategic management of human resources transition from the traditional performance appraisal to act with integrity-based evaluation system to direction of the KPI system . Based on the KPI performance management in a scientific and rational KPI defined on the basis of effective strategy process and the innovation of the traditional concept of performance appraisal, the set of key performance indicators (KPI) will not only affect the assessment results, but also lay a solid foundation on the effective incentive of staff.However, in human resources management practice of Chinese enterprises, although the majority leader have been regarded performance appraisal as a key area of human resources management, but the lack of the performance appraisal system based on KPI and knowledge .There are still limitations, which cannot play the main role in guiding and management. As a member of F company, we can see some problems from current assessment of performance, due to the lack of the performance appraisal system based on KPI, neglected the affection of sector to the entire strategic, performance indicators is difficult to found, or even some violation of the principle, some of the indicators only in accordance with the wishes of manager .these will prevent to improve performance of company and staff.The purpose is that through the theory and research of the performance appraisal system based KPI, with the status of F Company in the performance assessment, to explain how to design and use key performance indicators on the F Company to help company raise the performance. At the same time, to form a complete performance appraisal system for enterprises and a new perspective.The following methods are used. Based on collection data in F company , the method of combining theory with practice , the method of combining quantitative with qualitative, the use of the main strategic objectives decomposition, fish bone analysis, the use and analysis of charts.The article is divided into five chapters; the main contents of the chapters are as follows: Chapter I, Introduction. Description of the main background, the purpose and significance ;chapter II, assessment of the performance review based on the KPI; Chapter III, the status of human resources performance management in F Company; Chapter IV, based F Company KPI designing. Chapter V, based F Company KPI implementation. Chapter VI, conclusions and prospects.