Research On Optimization Of Performance Appraisal Of S Company

In today’s society, entrepreneurs face the pressure and competition in the industry with the development of market economy also began to gradually increase, enterprise of business indicators completion rate is raise the requirements to enable enterprises to better achieve business performance, many enterprises introduced performance appraisal system and great importance to the management activity and enterprise’s performance from a phase correlation in relation to each individual interests and development, the goal decomposition layers, to do their job, collaborative development of win-win situation. Performance appraisal also played a great role, can for the company to create a good atmosphere for the organization, the effective play to the team spirit, enhance the level of individual and organizational performance, but also can promote the effective implementation of the other aspects of human resources management, more and more enterprises in thought open began to pay attention to the performance appraisal and in a certain extent. The performance appraisal theories have been developed for a long time, and get the attention in the foreign enterprises, and the development of mature. And the performance appraisal of our country although the progressive development, but still with foreign apart very far, in practice has not been a good use, in a certain extent or take a form, according to the enterprise staff performance appraisal is less. Therefore, enterprises need to establish a perfect performance appraisal system to evaluate the performance of employees, motivate them to better play to make contributions to the development of enterprises.This paper through the analysis found that s company’s performance appraisal, there are the following problems: the problems such as the positioning of performance appraisal existence deviation, performance evaluation using the establishment of single method and performance evaluation index is not scientific, the use of performance appraisal results not in the rewards and punishment regulations reflect and s company will be positioning performance appraisal to the issuance of bonus, position of assessment is too narrow, resulting in a staff to focus only on the immediate interests, and make the assessment in the assessment worry assessment scores low impact assessment bonus amount. Present stage the company’s management staff performance appraisal is mainly each quarter after the end of the next quarter early write a summary of the work, such a work report is only for a quarter of the work completion literary descriptions, lack of specific quantitative indicators, caused by the assessment content are empty and dull. At the same time, the content of the performance appraisal pay more attention to the personal ability and employee working attitude index, the original assessment system is not suitable for enterprise development stage, the final results of the performance appraisal of course is not satisfactory. Caused by the company’s performance appraisal to mainly companies lack the application of management theory, do not attach importance to the work of analysis, assessment frequency is not reasonable, lack of sound feedback mechanism. Therefore, in this paper, through in-depth analysis of company s operation mode, duties and other content, according to the actual situation of the development of the company to design out proper use of company performance appraisal system, for the development of enterprise performance appraisal to do useful exploration.