Research On Employee Performance Appraisal System For Kailuan Group

In the knowledge economy era of rapid development, human resources undoubtedly enterprise invincible magic, is the cornerstone of the core competitiveness of enterprises, while the talent to play efficiency, improve efficiency and enhance the professional quality, not just rely on schools will be able to resolve once and for all, but rely on the road to career development, and constantly be acquired education and training, employees must continue to learn and absorb new knowledge related to their jobs, new technologies, in order to more efficiently do their own work in order to make better use of basic theoretical knowledge combined with business experience, and work to maximize the potential effects. Continued efficient staff vocational training, is one of the most effective means to get the core competitiveness of enterprises.In this paper, the KL Group, the original pipeline personnel training and training system in-depth analysis, the method of the survey, to all pipeline personnel training satisfaction survey, combined with training on the theoretical basis, and found the following original training system Problem: Training weak teachers; low satisfaction with the effectiveness of training; training of staff career planning is not much help; training arbitrary strong, no training needs analysis; the lack of specific training; single issues such as training methods. For in-depth analysis of the problem, on the basis of the original training system has been re-designed, these programs include: strengthening the capacity of teacher development, assess the qualifications of lecturers and teaching effectiveness; employee career planning for scientific management; strengthen evaluation of training effectiveness, and actively develop training materials and reasonable development of training handouts; different levels of staff training pipeline designed to increase the relevance of training to improve the effectiveness of training programs, such as solving. In the fifth part of this paper, for the re-design of the training system, in terms of corporate culture, organizational, institutional, financial resources, and offer protection to ensure improved training system can be implemented smoothly, use. Finally, the article conclusions of this study are described, and future research directions closer, made a prospect.