Research Of Administrative Staff Performance Appraisal Management On Sinoma Geological Of Liaoning General Team

In the modern enterprise management, human resources management, one of the mainperformance appraisal. As an effective means to improve employee productivity andachieve corporate strategic objectives, performance appraisal more and more attention ofcorporate executives. How local conditions based on the enterprise’s own characteristicsand management status to establish an effective performance appraisal system as manymanagers problems to be solved, especially for such a relatively weak due to the stigma ofthe traditional system and management enterprise. promote enterprise performanceappraisal work more urgent.Firstly, on the basis of the basic theory of the full research and analysis of performanceappraisal, analysis of China Construction Materials And Geological Prospecting Center ofLiaoning General Team administrative staff performance appraisal system, foundinadequacies and problems. Liaoning General Team as a restructuring of institutions, theoriginal performance appraisal system is similar to the majority of small and medium-sizedinstitutions, using the traditional, simple "moral, ability, diligence, and achievements" asthe percentage of the assessment indicators system assessment methods, both fuzzy general,not suitable for the management of Liaoning Corps. In-depth analysis of its assessmentobjectives are not clear, inaccurate assessment indicators through surveys and research.Performance appraisal of Liaoning General Team executives optimal design must LiaoningGeneral Team executives a comprehensive analysis, a clear Liaoning General Team ofstrategic objectives and performance targets executives and administrative staff positions inall positions of the enterprise familiar enough with the basis of the letters of responsibility,select the appropriate key performance indicators, and thus the development of rational,scientific performance appraisal standards. The only way to ensure that the performanceappraisal can be implemented correctly, to avoid performance evaluation results do notmatch with the actual situation, resulting in the recognition of the executives.The research work of this paper is suitable for the current situation of the developmentof Liaoning General Team, so that the enterprise performance appraisal process is morecomplete, and will continue to improve with the development of the General Team. I willwork in the future continuous improvement. The content of this paper on China’sstate-owned small and medium-sized enterprises in the implementation of theadministrative staff performance appraisal will have a certain reference and reference value.