Research On Performance Appraisal Optimization Of Headquarter Staff Of Chinese Railway Construction Group D

Group headquarters management personnel in Senior Management Corporation and grass-roots management subsidiary companies or between them,their main role will be the corresponding departments of the strategic objectives of the enterprise to transfer the molecule's,and will transfer the molecular company encountered in the process of production and management issues to senior management personnel;its leader,"the central core and backbone" can't be ignored,the headquarters staff assessment is reasonable or not,more likely to attract the attention of others,has an important influence on the development of enterprises.Therefore,it is of great significance to study the performance evaluation of the headquarters staff of the group company to promote the strategic landing and improve the economic efficiency.Based on the full understanding of the staff performance appraisal problems,contents and methods of domestic enterprises based on the present research,the use of performance evaluation method,AHP theory,research on the performance appraisal of the headquarters staff Chinese Railway Construction Group D.Based on discussing the causes of the current situation of performance appraisal,and headquarters personnel,performance appraisal scheme design optimization China railway construction D group headquarters authority leaders,mid-level leadership,general staff,put forward suggestions and measures of the headquarters staff performance appraisal.The contents and conclusions of this paper are as follows:First of all,based on the introduction of Chinese railway D group headquarters general situation,from the performance appraisal of the subject and object,evaluation of the main content,method of performance appraisal on staff performance appraisal of the status quo,analysis from the aspects of assessment indicators,assessment indicators,assessment results and feedback mechanism,incentive mechanism and other China railway D group headquarters personnel performance appraisal index design is not reasonable,the performance appraisal process is not perfect,the application of performance evaluation results of single,lack of performance feedback and performance evaluation index of performance appraisal,in charge of the main single,performance appraisal algorithm not reasonable etc..On the basis of summing up the performance appraisal problems of headquarters personnel,this paper analyzes the causes of these problems from the aspects of the concept of performance appraisal,the process of performance evaluation and the methods of performance appraisal.Secondly,according to the Chinese railway D group headquarters staff performance appraisal performance appraisal present situation and problems,in the framework of optimization principles and objectives of performance appraisal:Performance Appraisal Based on the theory of optimization,performance evaluation process and solve the current performance appraisal process is not perfect,the optimization of the application of evaluation results,to solve the current performance appraisal results the application of a single,lack of feedback problems,optimize the performance appraisal cycle,solve the current performance appraisal cycle unreasonable;key performance index and goal management method based on the design from the performance,ability,behavior dimension Chinese railway construction D group headquarters senior leadership,production management,service oriented middle-level leaders and ordinary personnel the performance evaluation index system,to solve the problem of unreasonable setting of the current performance appraisal system;using analytic hierarchy To determine the weight of performance,ability,behavior and secondary index analysis method,to solve the current problems of performance evaluation index weights to determine the main supervisor;performance appraisal agency personnel China railway construction headquarters D group and its scoring weight by 360 degree performance appraisal analysis method and AHP method,using the performance weighting algorithm design of the performance appraisal results Chinese railway construction headquarters staff the calculation method of performance appraisal based algorithm to solve the problem of unreasonable personnel.Finally,in order to guarantee the Chinese railway construction D group headquarters staff performance appraisal design implementation operation can be implemented,from the performance appraisal of the whole life cycle,continue to improve the goal of the headquarters staff,put forward the performance appraisal preparation,process monitoring,evaluation recommendations,at the same time from the system,full participation in security communication mechanism to ensure the full view given China railway construction D Group organs staff performance optimization design of security measures,hoping to provide a good external environment for the smooth implementation of the performance appraisal program.