The Optimization Of Liaoning Unicom Employee Performance Evaluation System

In the era of knowledge economy, human has become the carrier of knowledge, the subject of innovation and the dominant factors of enterprises sustainable development, so the human resources management is playing a more and more important role in modern business management. And the performance management is the core of human resource management, while the performance evaluation is the key link of performance management, which plays a decisive role in achieving the enterprises strategic objectives. Effective performance management system can promote employees to improve their performance, thus promoting the business goals.With the completion of trade restructuring and the issuance of3G licenses, the all business competition of China’s telecommunications market has been gradually formed. Liaoning Unicom, as a large all business operation telecommunication company which consist of two different corporate cultures, two different development trajectories, and two different business areas, whose task and pressure of reform is heavy, has to face the clash of old and new values, the replacement of new and old systems, the change of new and old cultural and so on. Therefore, Liaoning Unicom urgently needs to establish an effective performance evaluation system to promote the company’s rapid operation and long-term development.This paper analyzes Liaoning Unicom performance evaluation status comprehensively and profoundly from the actual situation of Liaoning Unicom, using integrated management and performance evaluation theory, and points out the problems of Liaoning Unicom performance evaluation. And with the introduction of the360Degrees, the Key Performance Indicator Approach, the Balanced Scorecard and other performance evaluation tools, for the organizational structure and position setting of Liaoning Unicom, work and performance characteristics analysis is carried out. The index system, evaluation method, index weight, evaluation criteria of different positions is determined. And the existing staff performance evaluation system is optimized. In this paper, performance evaluation is as the starting point. Sorting out the performance appraisal theory is purpose. And on the basis of these, performance appraisal system design is discussed. Achieving the rich of performance appraisal theoretical framework and the breakthrough of practical ability within a certain range is looking forward to, in order to provide a reference for the performance evaluation of medium and large enterprises.