Research On The Improvement Of The Performance Appraisal System For The Dispatching Labors Of Changsha Mobile Communication Company

As one of an important part of HR (Human Resources) Management, Reform ofenterprise performance evaluation plays indispensable role in enhancing thecompetitiveness and productivity of enterprises. In recent years, CMCC, ChinaMobile Communication Corporation, continues to emphasize on motivating andcaring for its300,000dispatching labors. Hence Changsha subsidiary has endeavoredto implement headquarters requirement and achieved noticeable progress. Itsmeasures include performing post-oriented recruitment, initiating comprehensivestress-relief ERP project, research on centralized management and risk prevention oflabor law. To some extent dispatching labors of Changsha subsidiary have benefitted alot from aforementioned efforts. However, due to enterprise development, variety oflabor requirement claims more efforts in this field.Utilizing the performance evaluation theory and conducting survey and interviewto obtain first-hand information, this paper takes dispatching labors of Changshasubsidiary of CMCC as the research subject, performs a comprehensive analysis ofcurrent performance evaluation system and propose a set of new method, such asquantity, rationality and guidance of KPIs(Key Performance Indicator), timeliness ofcommunication and feedback mechanism, scientific nature of effect-evaluation and soon. Based on analysis of current performance appraisal system and guided by relevantperformance evaluation methodology, the paper comprehensively analyzes local andaboard research achievement and improve hierarchy system of appraisal andevaluation. The key point of improvement is the efficacious combination of strategyorientation and KPIs. New method comprises following critical procedures: researchcompany strategy, refine correspondent KPI, design weight of respective KPI, conductmonthly appraisal after importing KPI, yearly appraisal in combination with key eventand compulsory distribution method. Compared with former method, the new onesimplifies KPI and readjusts respective KPI weights. Its effectiveness is guaranteedby decomposition of strategic task and judgment of controllable part. Furthermore, thepaper make feasible proposal on principle, subject, cycle, procedure, communicationand practices. All in all, the improvements are comprehensive and evident.The research, by optimizing the current performance appraisal system ofdispatching labors, would contribute to construction of fair and just careerenvironment, motivation of staff productivity, and establishment of HR system withcore competitive abilities. It undoubtedly assists company to establish firm foundationfor faster and better development. In addition, the research is helpful for thoseenterprises with similar nature.