Application Research On Overall Performance Appraisal In S Communication Company

The State-owned Assets Supervision and Administration Commission of the State Council required the central enterprise fully realize the importance of the overall performance appraisal in the "Guiding opinions on further strengthening overall performance appraisal of the central enterprise". S communication company is one telecommunication operation branch company in Beijing area with abundant strength and strong brand. The old performance index system of S company considered the financial indicators such as income and profits as the main operation performance indicators and which were in overwhelming proportion. The non-financial indicators were in small proportion. The company's performance objective was not clear, the subject of performance appraisal was single and the performance appraisal principles were not clear. There were lack of effective performance evaluation scheme, the performance appraisal sometimes was formalized and the appraisal results were implemented poorly.This article tries to improve the S communication company's performance appraisal based on the principles of open, fair, fair, insisting on positive long-term mainly encouragement, and individual performance connected with organizational performance. The performance improvement's objective is developing the function of performance plan, establishing performance appraisal indicator system, realizing the diversification of the performance appraisal, simplifying and operation and implementing performance appraisal feedback and using the performance appraisal results reasonably for the target. This article puts forward S communication company's performance appraisal system using the balanced score card (BSC) and key performance indicators (KPI) tools comprehensively. Using BSC to construct company on the basis of performance indicators, according to the company's financial, customer, internal business, development, establish four indexes of all departments'KPI. Different departments'executives and their employees then subdivide the department's KPI to each position and through personal business commitment plan (PBC) to reach the performance goals during the effective communication establishment stage. The performance appraisal implement includes performance contract, implementation and communication, adjusting examination cycle, content, grade and proportions formulation, etc. According to the BEST laws to continue the performance feedback, classify and find out the deficiency, help to enhance the performance of training, selection, compensation and promotion by the result of examination and evaluation, etc.The article proposes a try to improve overall performance appraisal's implementation effect by shaping the enterprise performance-oriented culture, seamless communication culture, which is shaped mainly by abating "subjective wills" influence of management layer, strengthen the performance management execution of department heads, realize the popularization of the culture and consolidate the behavior of embodying performance culture.