Study On The Performance Evaluation System Of Engineering Supervisor In Local Construction Enterpretise

Project management personnel are the lifeblood of the construction enterprises,which is the capital of the local construction companies to compete during the NationalTwelfth Five-Year Plan. This thesis explores the problems in the local constructionenterprise performance appraisal system, and pointed out that the establishment of astrategic implementation project management personnel performance appraisal systemis an effective solution to solve the current predicament.This thesis analysis the strategic target of the local building enterprise.It makes thecomprehensive use of the Management by objectives (MBO), the Balanced Score Card(BSC) and the Key Performance Indicator (KPI). The MBO is the basis theory to designthe performance evaluation, and the BSC is the core framework to that system, and theKPI is the method to set the specific index. By the way, this thesis set four first-classindexes, which are financial, customer, internal process, learning and growth. And italso devises the Enterprise level, department level, project ministry, post classperformance evaluation system. It is the beneficial to the implementation of the localconstruction enterprise strategy.Overcome the multilevel nature and complexity of theperformance evaluation, this thesis set up a simple multi-level fuzzy comprehensiveevaluation model and analysis of the implementation of the system, the implementationof protection and the application of the results in-depth.The design or improvement of the performance appraisal system is the focus of thisarticle. The thesis established a cobweb model of the evaluation of the effectiveness ofthe performance appraisal system based on gray clustering, which provides guidance formeasuring the scientific advancement of the old and new performance appraisal system.And by drawing on the OPM3and P-CMM, we build a mechanism to improve thecorporate performance appraisal system effectiveness.This project management staff performance appraisal system used in WF, andanalysis and evaluation of the effectiveness of the company’s old and new performanceappraisal system. The new system has higher validity level compared to the originalsystem, and is more standardized. It also can provide the basis for promotion and careerplanning. Gray clustering method overcomes some of the assessment information isknown, part of the assessment information is unknown predicament. The validity of theperformance appraisal system to enhance the mechanism has a certain practical operability recommendations for enterprises to improve the effectiveness of the system.