On The Design Of Performance Evaluation For Mechanics In JG Co

The rapid development of the economy has intensified the competition among enterprises, and advanced science and technology as well as talent has become an indispensable condition for the development of enterprises. Knowledge has become an important force to promote enterprise development progress, and human resources are the carriers of knowledge, the level of corporate human resources become an important factor in the process of enterprise development; also input and output levels of the employees affect competitiveness of enterprises in market to some extent. If the business can reasonably introduction of talent, nurture talent and retain talent, they create tremendous value for enterprises to achieve this goal, and companies need to set up a scientific and rational performance appraisal system and actively in operation. Therefore, how to design and implementation of performance appraisal so that it can play the biggest role, which become important issues in human resource management in the modern enterprise, but also deciding that enterprises are able to get the key to long-term development.The paper selects balanced scorecard as the tool to make performance appraisal evaluation in accordance with the characteristics of the technical staff starting from elaboration of background of the study, based on the definition of concept and features of performance, performance evaluation, and technical personnel. Then it analyzes the status quo of the performance evaluation of the technical staff of the Jinan Iron and Steel Company, and proposes problems in current performance appraisal system by use of a questionnaire survey, including the core of the performance appraisal is not clear, individual performance and team performance collaborative performance appraisal system settings unscientific, performance appraisal is that the performance appraisal and ignore the participation of the employees, the system has been developed to improve the bonus distribution is considered to be the sole purpose of the performance appraisal; proven problems:the lack of knowledge of the performance appraisal, the lack of assessment process control, poor performance communication mechanism, lack of corporate culture. Then the paper develops goals of the development of performance appraisal of its technical staff, and gives the establishment balanced scorecard of technical staff level, and determines performance appraisal index system using questionnaire, also weight of each index by the Analytic Hierarchy Process (AHP), and develops technical staff performance appraisal standards of Jinan Iron and Steel Company. Finally, the paper proposed the implementation of performance appraisal program of technical staff of Jinan Iron and Steel Company, including rewarding allocation mechanism perfect departments, building a corporate culture oriented performance appraisal, improving the channels and pattern of communication, the establishment of information systems of Jinan Iron and Steel Company and intensifying support from corporate level continually.