GS5 Company Management Personnel Performance Evaluation System Optimization Research

In order to avoid the enterprise personnel to make "short-term self-interest", guide the management to enterprise long-term goal to move, domestic and foreign enterprises and research institutions through long-term research and practice, the behavior of employees into the available text description and evaluation of standardized system, the matching degree between evaluation and description of behavior. Enterprise staff guide the behavior of enterprises to achieve long-term vision.According to the perspective of human resource management, performance is the result of organization expectation, which is the concrete description of the actual organization life. Is the organization to achieve its long-term vision in different periods, different stages of stratification, division, breakdown of the effective output, is to guide the behavior of individuals to the long-term vision of the decomposition of the decomposition. Performance management is divided into two aspects of organizational performance and individual performance, organizational performance is based on individual performance established, therefore, at all levels and all departments and individuals, to achieve effective performance consistent with the enterprise long-term vision in each unit, organizational performance can be realized. From the aspect of modern performance to enhance core competitiveness has been on many aspects, the dimensions of the assessment through the system performance appraisal system and multi direction, to ensure consistency in organization behavior and guide the vision at the same time, but also continuously improve the competitiveness of the organization.The theory of balanced scorecard is the president of the Harvard Business School professor Kaplan and Norton in a firm basis for research on 12 companies had advanced position in the field of performance evaluation, published in "Harvard Business Review" on the paper "the Balanced Scorecard:first put forward the evaluation system of" good performance in the evaluation system. The most attractive features are:connect the internal vision, strategy and organization performance evaluation system of organization, the organizational strategic change to describe and evaluate the specific behavior, in order to realize the organic combination of strategy and performance. The characteristics of balance scorecard for multi dimension and so view the implementation stage highlights the different importance of the dimensions, are non-profit organizations and the public sector are widely used.This study from the management organization and management of non-profit enterprise personnel department performance problems, combined with the current situation, classification and analysis of knowledge and the theory of the firm, the proposed optimization scheme, from the perspective of the application of non profit organization balanced scorecard technology organization strategy of a multi-dimensional environment and emphasize the balance. To improve and optimize the existing performance evaluation system, from the perspective of human resource management to improve the role of performance management in the internal management of enterprises, and the competitiveness of non profit organizations.Finally, a brief introduction of the research results and expectations.