Study On The System Reconstruction Of Staff Performance Appraisal In Shenyang Water Affairs Group

With the development of economy, more and give play to the role of theperformance management in enterprise management is more big, the staffperformance appraisal, can improve the performance of staff level, effectivelymobilize the enthusiasm of the staff, give play to their potential ability, make theenterprise gain the maximum benefit, this is a very important work in the currenthuman resources of enterprises in the management of.This paper takes Shenyang water group as the research object, takes theperformance appraisal theory as the basis, according to the performance appraisalproblems of Shenyang water group, in-depth analysis of the causes of the problems,and the Shenyang water group performance appraisal system reengineering. Theconcrete contents include: firstly, the research background and significance of thispaper are introduced; many research results at home and abroad on the collation andsummary of performance management, and summarizes the theories and methods ofvalue to the improvement and optimization of Shenyang water group staffperformance appraisal system; carries on the questionnaire survey to the currentsituation of employee performance appraisal of Shenyang water group, analysis theroot causes of problems through the questionnaire survey results; reconstruction of theperformance appraisal system of Shenyang water group; of Shenyang water groupstaff performance appraisal system reengineering project implementation andguarantee, including system operating framework of performance appraisal schemeand specific process reengineering, reengineering scheme implementation process oforganization, system and culture security and so on; finally the research summary ofthe full text, points out the insufficiency, proposes the forecast to the future work.In this paper, according to the actual situation of enterprises, to the Shenyangwater group performance appraisal system reengineering, hope to be able to improvethe management staff redundant phenomenon, provide the basis for the enterprise, reduce the brain drain problem to motivate employees, and provide related training,for staff to formulate the occupation career development planning for staff for theemployee’s position adjustment. In order to provide reference for other similarenterprises performance evaluation.