Research Based On KPI Method For Performance Appraisal System Of G Company’s Project Manager

With the development of globalization, companies are facing increasingly diversified competitors, and the core competitiveness among them changed from material to manpower resource. To better adapt to the changes of market, many small and medium-sized private companies restructure at home and decompose the business activities into module of projects directly under the change of the project manager (PM). Therefore, the success or failure of the PM largely affects the success or failure of the projects and company performance. Business performance management plays an essential role in the management of manpower resource; therefore, to improve the core competiveness of the company, the effectiveness of manpower resource management becomes extremely important. In management practice, owing to the lack of performance appraisal in allusion to the PM in small and medium-sized private companies, there exist many problems in the performance appraisal of PM in practice.G company is a technology-based small and medium-sized private company in development, business operations are mainly projects. Taking the G company as an example, based on the KPI performance appraisal theory, this thesis will analysis the shortage and shortcomings of PM performance appraisal in G company to find out the influence factors and further analysis them, then, try to set up a new system of performance appraisal to solve the existed problem in PM performance appraisal, such as:the irrationality of performance appraisal index, the periodic rigidity of performance appraisal, the lack of effective communication and feedback mechanism, and the imperfection of rules and regulations of performance appraisal.First of all, this paper takes the Critical Success Factor method to decompose the company strategic goal and fishbone diagram to decompose the performance index related to PM and company strategic goal, and combined with the analysis of the work of PM to draw the performance appraisal index at all level of PM. Secondly, take the method of direct judgment of ratio and weight factor decision method to assure the weight of various index. Then, ensure the checking bodies according to the position features of the PM, and classify and design the weight of every index for every checking body. Finally, set performance appraisal cycle in allusion to the features of the company and establish dynamic KPI management system to create a set of more practical and operable performance appraisal system which aims at providing guidance to the improvement of the performance appraisal to the PM in G company and offer a reference to the build and implement of performance appraisal system of PM of the same type at the same time.Meanwhile, this thesis believes that the implement of a set of scientific and perfect performance appraisal system requires the double assurances of the company in concept and system to provide a health and nice developing environment for the implement of performance appraisal system.