| Modern highly developed market increasingly exacerbated the market, enterprises must be very careful in the choice of competitive strategy, in order to ensure the competitive advantage in the industry, and the competition in the talent competition, so the rational use and planning of the company’s human resources is not able to gain the competitive advantage and is the key for the company, and the core human resource is the performance appraisal.Based on the technology of Hangzhou KRT company as the research object, to study by literature research method, case analysis method, questionnaire etc.. First, the background, purpose and significance of the exposition, at home and abroad on the performance management are summarized, and puts forward the overall framework and the methods of this study. Then the evaluation content, evaluation organization, evaluation methods, bonus distribution, find out the current situation of employee performance appraisal of Hangzhou KRT company, and the existing technology of Hangzhou KRT company employee performance appraisal problems by using the investigation method of the questionnaire, including performance appraisal purpose is not clear, individual performance and team performance out of line, the performance appraisal system is not set reasonable, performance appraisal were used as assessment work, employees in the appraisal system establishment in through the main purpose of low, bonus allocation is used as performance evaluation. In order to solve these problems, the author designs the performance appraisal system of Hangzhou KRT company technical staff, carries on the design to the first-line technical staff and management staff performance appraisal index system from the three aspects of work performance, work ability, work attitude, and use AHP (AHP) the weight of each index of the design, performance appraisal cycle and the technology staffs application, performance feedback and interview and other follow-up questions were designed. For the evaluation results, the author suggested from used as technical staff performance bonuses and comments the title basis. For technical workers, self improving basis, and provide a reference for the next performance evaluation index setting. Finally, in order to guarantee the smooth implementation of performance appraisal of new schemes, the author suggested from the organizational structure, system, corporate culture, communication channels and other aspects of guarantee.Through the above research, can change the overall management level technical Hangzhou KRT employees’ ideas, continuously improve the performance of individual employees and the organization’s overall performance, promote the technology of Hangzhou KRT company employee health sustained and rapid development, make full use of technical staff of human resources, scientific and effective implementation of human resources management strategy. |
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