The Research On Employee Performance Appraisal System Of Hengyu Construction Co.,Ltd.

As China's economic development enters a new normal,the market environment faced by enterprises has become more complex and changeable,and competition among enterprises has become increasingly fierce.In the face of fierce market competition,human resources factors have become key factor for enterprises to achieve their strategic goals.High-quality talents have become the primary resource for enterprises to achieve their strategic goals.Whether a company has core competitiveness and sustainable development is the key to obtain the suitable talents and measure the level of human resource development.Therefore,enterprise managers must implement a scientific performance appraisal system in order to develop employees' greater potential,ensure maximum effectiveness,so as to achieve the company's strategic goals and sustainable development.Based on the performance management theory,this paper through the investigation and analysis of the present situation of the performance appraisal system of Hunan Hengyu Construction Co.,Ltd.,points out the problems existing in the performance appraisal system,such as unreasonable setting,the unscientific design of the performance index and the insufficient application of the performance appraisal results,and finds out the key factors affecting the performance appraisal.,Such as the attention of senior leaders,the input of performance funds,the professional support of human resources department personnel,the realization of evaluation results and a better performance culture.On the basis of its current assessment system,based on the enterprise strategy,fully combined with the advantages of the key performance index method and the Balanced scorecard,the key performance indicators of the enterprise level are obtained through the decomposition of the company's strategic objectives,and then the key performance indicators of the department are broken down according to the departmental responsibilities and enterprise-level key performance indicators.Then through the Department key performance index decomposition combined with the job design and work analysis to obtain the key performance indicators of each post.Aiming at different levels,how to set the key performance index,the weight and evaluation standard of the index,how to choose the period and mode of assessment,and how to establish the safeguard measures to ensure the fair and efficient implementation of the performance appraisal,the staffperformance appraisal system of Hunan Heng Yu Construction Co.,Ltd.has been improved.After running a new performance management system in Hunan Hengyu Construction Co.,Ltd,the new system played a positive role in promoting communication,motivating employees,standardizing management,and changing concepts etc.In the process of improving the performance appraisal system,measures such as optimizing the organizational structure and establishing a performance management system ensure that the performance appraisal system is comprehensive,fair and feasible,ultimately improving the enthusiasm of employees,improving the operational efficiency of the company,and facilitating the realization of the company strategic objectives.