Research On Optimization Of Performance Appraisal System Of General Design Department In A Academy Of CASC

With the rapid development of market economy, China began to gradually pushforward the reform of national defense research institutes. It is of great realisticsignificance, for the reform of traditional national defense industry, to give the toppriority to accelerating the transformation and upgrading, and changing thedevelopment mode. Therefore, the enterprise reform of Military R&D Institution isimperative. As one of the primary departments of Military R&D Institution of Aacademy of CASC, the general design department is an important station for producttheoretical research innovation and design development of the national defense scienceand technology, and how to build a fair and impartial performance appraisal mechanismand implement modern management model is a critical problem.This paper takes the existing department performance appraisal system of thegeneral design department of A academy of CASC as the starting point, aiming tostimulate the department vitality and enhance its core competitiveness by improving theexisting system. Based on the researches of performance appraisal system at home andabroad, this paper deeply analyzes the existing department performance appraisalsystem of the general design department of A academy of CASC, and points out a seriesof existing problems such as weak systematicness, unreasonable evaluation indexsystem and lacking of performance appraisal model. To solve these problems, we firstlyestablished a series of comprehensive and scientific index systems based on BSC-KPImodel to enhance the systematicness of the performance appraisal system, anddeveloped a performance evaluation index system by using Structural EquationModeling to screen and optimize the index system considering the features ofdepartments. Secondly, this paper designs a Gray Fuzzy Clustering model forperformance evaluation and carries out empirical researches aiming at the problem oflacking scientific evaluation model. Finally, the paper uses data of2012for performanceappraisal in the same type and that between different type departments, and thenproposes effective strategies to improve department performance by analyzing theevaluation results.