Jiangxi ZH Company Performance Appraisal System Reform Research

While the reform and opening policy has been continuously optimized and the degree of entry into the market has been deepened,the competition between domestic enterprises has already entered a white-hot,but in essence,the high-quality talents in the competitive enterprises have become the key to win the competition in the industry.Based on this,how to optimize the cohesion of the team within the enterprise,enhance the work consciousness and enthusiasm of employees,and develop the talents resources of the enterprise in an all-round and deep-seated manner,has become a major problem that needs to be solved.It is well known that performance appraisal is the core hub of enterprises to control high-quality talent resources.Through performance appraisal,employees can be encouraged to work consciously,enthusiasm,and sublimate the value of talent resources.It can be seen that performance appraisal is the core supervision method to help modern enterprises achieve their business strategy goals.In this regard,enterprises are bound to start from their own practice,develop their own shortcomings,and continuously optimize the performance evaluation system.This is why it is very important to use scientific and effective performance evaluation mechanisms to promote enterprise innovation and development.This paper discusses the background and significance of performance appraisal,analyzes the current research situation at home and abroad,and takes ZH's development status as an example to explore the common problems existing in modern enterprises in the performance appraisal system.On the basis of deep analysis of performance evaluation theory,such as expectation theory,fair theory,etc.,the overall analysis of ZH company performance evaluation status.Taking the methods of literature research,case study,questionnaire,and induction,ZH's shortcomings in performance are summarized.For example,staff satisfaction is low,assessment indicators are too abstract,and they can not play an incentive role,and they can not provide employees with rewards,punishments,and promotions.Lack of fairness,etc..Based on the status quo of ZH's development,starting from reality and taking several aspects such as corporate culture,talent resources,and institutional construction as an entry point,ZH's existing performance appraisal system will be optimized and improved.Performance evaluation is carried out according to the perspective of middle-level cadres and employees,mainly from three aspects: ability,attitude,and performance.Therefore,it has formulated two types of performance evaluation indicators: daily attendance rate,project completion rate,material saving loss,individual event assessment,etc.,and completion(such as income,profit,return,cash flow,etc.).It further optimizes the evaluation methods in the performance appraisal system,the weight distribution of evaluation indicators,and the core elements such as the assessment subject.The performance evaluation method adopts the 360 ° evaluation method,which is evaluated by the five dimensions of self,customer,superior,peer,and subordinate,and finally develops a performance evaluation system that conforms to the actual development status of ZH.Based on this,we summarize the corresponding measures to implement the guarantee,which are human resources security,corporate culture security,and institutional security.Finally,it also points out the shortcomings in this paper,that is,the design of the evaluation indicators still needs to be improved.