The Research And Design Of Personnel Performance Appraisal Indicator Of KC Company

In the current age of economic globalization and instant information sharing,export-oriented sales companies are facing fierce competitions in both domestic andinternational markets. The success of companies ultimately depends on the competition oftalents. Only companies that have a robust reward and recognition system to keep the bestand eliminate the average can maintain their competitiveness. Therefore, companies mustrely on sound human resource management to provide effective performance evaluationsolutions, so that employee engagement within the company can be optimized.A well-designed performance evaluation system can mobilize staff enthusiasm,keeping up the vitality, efficiency, and continuous improvement of work-quality of theentire organization. This article, based on content, process and behavior modificationincentive theory, combines a variety of performance evaluation theory and methodology.It points out existing problems in aspects such as setting evaluation objectives, selectingevaluation indicators and weights allocation, operational and adaptive nature of evaluationfrom original organizational employee evaluation model, by taking into account of theexport-oriented sales company’s goals at each stage and current human resourcemanagement situation of KC. The article also analyzes the causes of these problems, thenprovides suggestions to improve KC’s original employee evaluation model. The proposedimprovements include: clearly identify the evaluation population through quantitative andqualitative approach; increase the inspiration and guidance impact of the evaluationthrough scientific approach for deciding evaluation indicator and weight allocation;continuous enhancement of the evaluation model through evaluation plan and streamlinedprocess. Based on the above, it proposed a model of a extremely advanced staffperformance appraisal system. The model uses multiple-evaluator and360-degreeperformance appraisal comprehensive to proposes it. This system uses key performanceindicators to determine the weights of evaluation index and involves expert consultation together with analytic hierarchy process.It also combines the Balanced Scorecard as part ofthe system construction.The evaluation system will be enhanced continuously throughtarget management. As a result, the improved system will serve the organization better andprovide important support for the organization’s long-term strategic development.