KPI’s Applied Research In The Performance Appraisal System

Since the accession to the WTO, the international petroleum and petrochemical market environment is rapidly changing China’s petroleum and petrochemical industry is facing unprecedented opportunities and challenges. Enterprises to cope with the environmental change, only the continuous management of the enterprise implementation of the reform and innovation. Networks company for small and medium enterprises in the petroleum and petrochemical industries, has been more emphasis on performance management of staff, to develop a series of performance appraisal system and measures, but because of the Networks Corporation is a state-owned IT companies, knowledge workers occupy an absolute the proportion of employees with younger, personalized features. The existing performance management model has not fully adapt to the development of enterprises, resulting in the loss of work ability to innovate and inefficient, and even some items can not be completed, the impact and restricted the company’s normal operations.In this context, this paper through a case study of Company Networks, Networks company’s human resource characteristics, by means of key performance indicators (KPIs), to develop a more realistic performance appraisal system and supporting measures for Company Networks, and Depending on the circumstances of its continued perfect. Make it more effective to stimulate the enthusiasm and creativity of the staff, and ultimately improve the market competitiveness of the Company Networks, in order to achieve the strategic objectives of the enterprise.Full text is divided into six parts, the first part of the Introduction to explain the research background and significance, and to develop the research path, clear content and methods. The second part is a summary of the results of theoretical studies of the performance appraisal and comment. The third part in the introduction of the Networks Company, focusing on analysis of problems and their root causes in the performance appraisal of the Company Networks, and Networks companies implement KPI method feasibility. The fourth part, follow the complete idea of the KPIs from the point of view of the company, department and individual discuss how to create a KPI-based theory of performance evaluation index system. The fifth part will enhance the KPI performance appraisal to the KPI height of a comprehensive performance management, to ensure the balanced development of various mechanisms in order to promote the efficient implementation of performance management company in the Part VI is the conclusions and limitations of this study. In this paper, the typical Networks building performance evaluation index system, through its source, The reasons, and the corresponding solution, to achieve its strategic goals to improve employee productivity and corporate management level have important practical significance.