Jiangsu Suyuan Electric Power Equipment Co., Ltd. Employee Performance Appraisal Research

It is always the accustomed and natural practice for people to get what he desires by means of most direct way during the course of pursuit of target. Though there are many kinds of management methods e.g. core competitive power, study organization and team construction, etc., performance appraisal and examination is still thought much of, most frequently used and given high expectation by enterprise leaders. Some people in management field regard the implementation by enterprise of performance appraisal as the watershed of one excellent enterprise or one third-class enterprise. Nevertheless performance appraisal and examination is so greatly emphasized and widely applied, as one of enterprise management methods, after all it can not solely assume the important task of development of enterprise management, on the contrary, it must obtain another management to realize mutual support and match, lacking of which there will be many problems to encounter to deal with. As to so many enterprises that have already implemented performance appraisal and examination, some have successed and some have failed.Problems existing in the course of performance appraisal and examination as well as the associated causes are carefully and objectively analyzed in this paper which is prepared based on Jiangsu Suyuan Power Equipment Co., Ltd. (hereinafter called SPEC), one of state-owned equipment manufacturer in electrical power industry. In combination of fundamental theory regarding modern performance appraisal, the theoretical methods and corresponding solutions are described to optimize such work conducted in SPEC. In this paper, the existing localization is analyzed especially through the objective of appraisal, key indicator set, appraisal method as well as application of appraisal result. Furthermore, the causes resulting in problems are also analyzed from company strategy, management of human resource, staff quality, management system and establishment of performance appraisal system itself. Finally, exploratory corrective actions and subsequent expectation are presented on the basis of current implementation in SPEC, which could be made reference and consultancy by another enterprise similar as SPEC who intends to establish performance appraisal system as well.