Company ZM Performance Appraisal System Redesign

The21st century is the era of knowledge economy, is the era of global economic integration. The key to compete in the era of knowledge economy is talent, which is the key strategic resource for enterprise to survive and develop. Human resources management is the core of enterprise management, and performance management is the core issue of human resource management. For the ultimate goal of all the work of enterprise management is to improve employee and organizational performance. But now, there are still some problems in performance management of domestic enterprises. The majority of enterprise performance management still stay on the level of the performance appraisal, and the establishment of evaluation index system is mostly just rely on the experience of the individual leaders, which is not scientific and is lack of communication with staff. All of These lead to performance goals out of line with corporate strategic objectives.This thesis takes Company ZM as an example, including two aspects:First, establishing performance appraisal system. Based on the theory of the performance appraisal, this thesis describes the basic concepts of performance and performance appraisal briefly and then combined with the specific circumstances of the company ZM, by use of the BSC theory and KPI theory to identify the critical success factors for the enterprise’s strategy; According to the responsibilities of each departments, this thesis decompose the goals of enterprise-level into departmental level; At last, this thesis decompose the goals of departmental level into sector-level depending on the job responsibilities. Second, ZM company’s performance appraisal system design, which includes performance appraisal system, training, performance plan development, performance coaching, performance evaluation, performance feedback and complaints and the results of performance appraisal application. The paper presented that the new performance appraisal system of ZM company should be applied to the results of the performance related pay, bonus, non-material reward, promotion, deployment, staff training, staff personal growth rather than simply limited to the performance related pay and promotion.