A Research On The Performance Appraisalprogram For XC Trip Company Beijing Branch

With the rapid economic development, tourism has prospered substantially and competitions between the tourist companies have escalated to an unprecedented level. With such fierce competition, How to maintain the core competitiveness has long been the important issue that plagues the company managers. Further to XC Travel, with its growth, it also has such a doubt that how to retain the capable employees to keep the company moving forward.The author of this paper has conducted an in-depth study on XC Travel, Beijing Branch and discovers that the company has already accumulated substantial capitals as it grows, but it is also inevitably plagued by the outflow of excellent employees and the very reason is the insufficient performance management. Thus, the problems have to be identified and the resolute measures shall be taken to revise this condition. Through the study, the author discovers that the problems are exposed in the following aspects: Firstly, the performance management is not in line with company goal and is not efficiently implemented. Secondly, Performance management indicator is not well defined and configured so that the employees could not be effectively motivated. Thirdly, the performance management system is also not well defined and management mechanism is not well established so that it could not be as desirably effective as it intends to. Fourthly, communications is still outstanding issue in performance management. Fifthly, many important elements such as planning, interview, etc are not materialized until now and the overall planning and feedback mechanism are not established in performance management.Aiming at the problems, the author has forwarded the remedial resolution and put it into practice. The resolution mainly contains the following aspects: training on employees, notably at senior level so as to establish the conception of performance management; establishment of performance management mechanism for its efficient implementation; analysis on work so as to build foundation for the management indicator and assessment; appropriate testing method, exactly referring to the compatibility among the testing method, subject and position; improvement of the relevant organization, mainly setting up the performance management committee and formulating the primary responsibilities of HR division in performance management.