Research On The Improvement Of ZY Company Employees Performance Evaluation System

21st century global knowledge economy era, countries increasingly global economy,enterprises are faced with the market environment has changed dramatically, into the overallcompetition between enterprises competition period. The competition among enterprises isthe final competition of human resources. Is the most critical factor for enterprises to achievestrategic objectives, as the bearer of innovative knowledge and core technology, humanresources, plays an increasingly important role in the development and competitiveness ofthe modern enterprise. How appropriate incentives assessment, to mobilize the enthusiasm ofthe staff, and the greatest degree of play to their maximum ability to become a modernenterprise management and operation of strategic issues.ZY company as a the Dalian area’s largest state-owned oil marketing companies, theopportunities in the new round of rapid development, and actively carry out reforms andincreased investment in human resources, in the fierce competition in the market and striveto achieve substantial breakthroughs. ZY Company in the rapid development of traditionalperformance appraisal, staff are not enthusiastic, the company’s cohesion, which greatlyhindered the further development of the company.After the author of the research, the company employee performance appraisal systemproblems is the main reason causing the ZY present predicament, so I described in the articlethe theory and common evaluation method of performance appraisal of these evaluationmethods, analysis ZY employees performance appraisal situation and existing problems,found ZY company’s performance appraisal lack of scientific evaluation system is notenough staff to participate in the evaluation index system is imperfect, unscientificassessment content and tools, and examination results can not reasonably use problem afterresearch found that ZY these reasons, mainly the lack of emphasis on management ofperformance appraisal, the long-term due to historical inertia, weak human resourcesmanagement, the lack of scientific assessment analysis.The actual employee performance evaluation, the paper combined with ZY companyspecific performance improvement program is to improve the company’s staff appraisalsystem, strengthen the company employee performance appraisal training, good andscientific job analysis to determine the performance appraisal indicators, flexible matchassessment methods, and strengthen the application of the performance appraisal results.Hope that the implementation of these programs can help the ZY human resource management to the new situation, the advantage of the human resources management in thefierce market competition, but also hope that this article provides a point of reference for theperformance appraisal of employees of state-owned enterprises.