The Optimized Of Performance Evaluation System For Xiangdong Geological Team Of Hunan Province

With the comprehensive reform of the geologic exploration units from the administrative institutions to business operations, the Xiangdong Geological Team, the east of Hunan province,was also inevitably involved in this reform tide in order to survive in the market competition. The core of the enterprise competition is the competition of talents, management system and corporate culture, while all of these management operations are centered on the performance assessment.The employers’ welfare, which is an issue that everyone would concern, is highly related with the corporated performance. The author of this paper aims to explore a set of performance evaluation system fit for brother units in geological systems through a case study of performance evaluation research on Xiangdong Geological Team.This article starts with the evaluation and analyses of the current performance evaluation system and its operation of Xiangdong Geological Team of Hunan province, by using the questionnaire survey and interview survey methods to get a comprehensive understanding of employees’ feedback towards the system. By analyzing and concluding the problems existing, this paper will pinpoint the major reasons that affect the performace evaluation.Then, according to the above conclusion, this paper targets to improve the current operation and to optimize design of the current performance evaluation system. To design a set of performance evaluation system fit for the special situation of geological unit is another key to this paper. After combining the basic theory of human resource management, this paper conducts analysis on MBO method, KPI method, 360-degree performance evaluation method and balanced scorecard method through sorting the basic theory of performance appraisal, and applies them to guide the optimization design of the performance evaluation indicator system. The optimized performance evaluation indicator will be designed from five dimensions, namely goal function indicators, individual performance indicators, ability and attitude performance indicators, regular performance indicators and satisfaction indicators. Definitions are given to these evaluation subjects of performance indicators, while assessment range and weight of the third performance appraisal indicators are set. This article not only makes an optimized design on the performance evaluation indicators, but also optimizes the design of the application including performance appraisal method, evaluation period, and the evaluation results. By combining the quantitative and qualitative methods, a comparatively better evaluation system is design with an operational evaluation standard.Finally, the whole performance evaluation system will be carried out at Xiangdong GeologicalTeam of Hunan Province as an empirical test. Before applying, several promotion will be conducted to improve the understanding of performance evaluation. And performance evaluation indicators will be categorized to three types and three levels. Three types are correspondingly for department evaluation, department leader evaluation and general employees. First and second level indicators can be applied to all three types of evaluations, while the third level indicators will be different according to different departments or positions. During application, communications and feedbacks will be emphasized. Performance evaluation results and performance improvement schedules will be made after evaluation as a preparation for next evaluation period.