Research On Performance Assessment System Design Of Rizhao TL Group

The subprime mortgage crisis of Wall Street in the United States of the year 2008 had brought great challenges to China’s economy,and brought about great opportunities for economic and market development.In order to improve its overall strength to cope with the increasingly improved domestic and international markets,to optimize the internal structure,enhance self-management level,and learn from the same industry of Rizhao JK Group in the performance assessment system design and on the basis of carrying out the implementation of the successful experience,Rizhao TL Group from its own point starts the full performance appraisal reform in the year 2009,and to improve the management and development mechanism system,perform the work system and process,improve the company and staff performance level,and to achieve the overall benign operation,it opened the pattern of the company to performance appraisal to stimulate production and management,to optimize the company’s internal management measures from this.According to the relevant concepts and theories,the effective design of the performance assessment system must be decomposed according to the company’s annual or medium-and long-term strategic objectives.The extraction of indicators must be carried out with established strategic vision principles and policies,including the design contents of the work and the workload,as well as detailed work requirements.And in terms of corporate performance,the department’s objectives and performance indicators of employees must be carry out on the basis of the company’s long-term strategic planning.To assess the comprehensive assessment of indicators,clear and strengthen the direction of the department and staff,and efforts it,to enhance the work of the staff in the field of compliance and operational capacity,tap their own potential in their own advantages,to build the core competitiveness.To bigger and stronger,to promote the company’s strategic objectives by it.The design of the performance assessment system must be combined with the enterprise’s industrial structure,the actual operation and development stage,continuous optimization and update adjustment,consider the applicability of the staff at all levels fully,the key is to continuous improvement itself.The original implementation of the assessment system of the Rizhao TL Group,experienced the change from one single to multi-dimension.The attitude of the employee to the performance system is also changed slowly adapted from the initial passive implementation to the present.The whole system of the promotion process has been greatly improved and promoted,although it spent a lot of energy,but the actual did not achieve the desired results.By the ways of interview with staff and participate the company’s conference of performance assessment analysis,collect the Rationalize suggests,The main problems are subjective assessment factors occupy a large proportion,and the performance feedback in the form,the indicators are not clear enough,and the company strategy out of line and so on.Under the original performance appraisal system,Rizhao TL Group can carry out the implementation according to the requirements and regulations of the traditional performance management,and take the employee’s strategic objectives as the basis,and draw the index according to the staff responsibilities of each position.To enable employees to complete the work tasks,to provide work performance at the same time,accept and recognize the company’s cultural atmosphere,put the company’s corporate culture into the assessment specially,create the responsibility together with the culture,and achieve the condition of Person post match and together.create employees and companies to grow together the concept of life community and employment mechanism.Therefore,in order to further standardize the company’s assessment work,standardize the company’s system construction,this article from the macro level of Rizhao TL Group’s original performance appraisal system was analyzed,and learn from the relevant literature and industry assessment system to build the case,The design of the principle of strategic orientation,the principle of incentive,the principle of three and the principle of continuous improvement,from the company’s corporate culture,organizational structure,etc.,designed and studied for the company system,management system and effective implementation of the new performance appraisal System framework,a clear and specific assessment methods and time period.Combined with the characteristics of the company’s personnel structure,to take a different assessment cycle,such as senior management because of its work characteristics and management range,the implementation of quarterly assessment,executive level and general positions are the monthly assessment.The effective operation of the performance assessment system needs to establish a series of supporting and appropriate policies and measures to support and protect,such as the establishment of the corresponding assessment system,support institutions,improve the channels of complaints to create a matching cultural atmosphere,create learning organizations.To effectively apply its role in all aspects of internal management,and to promote the company’s staff and talent echelon of the building.Through the effective operation of the performance appraisal system to achieve the embodiment of the relationship between people and their own value,with the help of performance appraisal to promote the strategic objectives of Rizhao TL Group to achieve and sustainable development.