Research On Performance Appraisal System Of SBS Energy Ltd Company

With economic development, more and more domestic and foreign companies payattention to performance appraisal. Performance appraisal as an important part of humanresource management, not only can improve enterprise management level, and is animportant means to retain high-quality talent to play competitive advantage. Since theintroduction of performance appraisal from west to domestic, domestic enterprises hopingto reverse their fate, many companies have established a variety of performance appraisalsystem. However, implementation of the results from the last run, can really achieve theultimate goal but it is rare. SBS Energy Ltd Company (referred to Shenhua Company) hasbeen developed for a decade as a state-owned coal company. It also generated a lot of theseriousness of the problem during the implementation of the performance appraisal. Forexample lots of performance indicators, the lack of rationality, Unreasonable compensationsystem, the lack of communication, the lack of feedback.Based on the above problems, it redesigned the performance appraisal system. Thisarticle is based on the idea of the scientific theory of performance management andcombining the actual situation of their company for Shenhua to redesign system, scientific,operational improvement program. At last, shenhua designed the corresponding supportingsafeguards, so that it can enter the stable and healthy development track. It also canprovide a reference of experience in the performance appraisal system to improve theprocess for similar non-standard manufacturing enterprises.This paper is divided into six parts. The first part is an introduction, introduces theresearch background and significance, explained the research status at home and abroad,the whole idea and proposed research methods and innovation of this paper. The secondpart describes the relevant theory, theory KPI performance appraisal, swing set right. Thethird part summarizes Shenhua’s performance appraisal system, and then by questionnairessummarize trance current problems of performance appraisal system and analyze theproblem. The fourth part redesigned the performance appraisal system which is based on theory introduced in the second chapter and combining their own actual situation and putforward to specific solutions and specific process steps. That assessment indicators ofextraction, the index weight is determined, the identification of indicators to determine thecriteria to evaluate the division level, select the subject of the assessment, appraisal cycle,implementation and evaluation of the use of the results of the assessment process, themain line in order to re-appraisal system design. First of all improve the performanceindicator system and improvement program should be oriented KPI performance appraisalsystem as the core. According to the stage of development, analysis the specific jobresponsibilities and break down the company’s strategic planning level by level and finallyturn into the inner workings of the company. The company’s strategic objectives should beturn into various departments and all employees task. The company, department andindividual performance goals should be united to form an interrelated system. In theevaluation index weights were calculated using the swing set rights law, which is not onlyin line with the company’s development is characterized by Shenhua and easy to operate.Secondly, the examination results of classification, subject, period, results were adjusted,etc., to make it more in line with the company’s development of Shenhua. The fifth part isto improve the program and the implementation of safeguards Evaluation. Implementationof the program requires a certain supporting measures to protect, such as leaders support insystems and financial, ahead of job analysis, monitoring mechanisms, such as a soundperformance appraisal. Finally, to improve the performance appraisal program had beenimplemented partly and the effect of implementation were evaluated. Part VI concludesthis paper, and put forward to the Inadequate and prospect of the research.