The Application Of 360-Degree Performance Appraisal In The Buyer Staff Of X Supermarket

Competition in the domestic retail market is becoming more competitive,face rising operating costs and the impact of the commercial enterprises of the store,many retailers treatment benefits and employee income are declining,resulting in staff turnover is very serious,so many retailers for some core personnel,especially the growing emphasis buyers.In order to effectively motivate and retain buyers,Shenzhen local supermarket chain A Best Supermarket Co.,Ltd.decided to introduce a professional human resources management consulting agency procurement staff on all the company's 360-degree performance appraisal,and decided to make full use of the results of appraisal to transfer Kong salary and other human resource management work.In this paper,the use of human resource management,performance evaluation and other research,the data collection phase mainly theoretical research and empirical analysis,personnel on-site interviews and online survey research and other research methods.This paper is related to the concept of performance appraisal gave a preliminary presentation,and focuses on the relevant concepts and implementation methods360 degree performance appraisal method,the authors on the basis of management status performance a good new company's brief introduction on,focuses on the In terms of company performance appraisal problems and some of the negative consequences of the reasons leading to the(procurement staff morale is low,frequent staff turnover and poor operating performance,etc.),followed by the authors explore how to build the company's 360-degree performance appraisal system(with emphasis on how to design the evaluation of KPI Index and weight settings),how to implement 360-degree performance appraisal in all procurement staff in the company,and the results of the first 360-degree evaluation,how to be in tune salary job personnel aspects Apply and author from three angles procurement staff satisfaction,staff turnover and business performance to determine if the company's 360-degree performance appraisal program has achieved initial results,finally,the author conscientiously sum up the company's 360 degree performance appraisal program in the future need to continue to improve the shortcomings.The author of the thesis writing process,one can be related to the application of theoretical knowledge into practice MBA's to go,so as to enhance the ability of authors to analyze and solve practical problems,on the other hand will also help the company to further improve its procurement staff performance appraisal issues.At the same time,the authors hope that this paper available to other peer reference in the implementation of the performance appraisal of its procurement staff.