Research On Optimization Of Performance Appraisal System Of K Construction Company

From the perspective of the development trend of the enterprise,the establishment of a perfect performance appraisal system is not only for appraising employees and obtaining fair appraisal results,but also for guiding and making it an effective strategic tool.Whether the performance appraisal can exert its due effectiveness will have an impact on the company's evaluation of operating performance and the realization of short-and medium-term development goals.In the research,the author went deep into K Construction Company and found that the company's current performance appraisal system has deficiencies that have severely restricted sustainable development.This paper conducts an in-depth study on the status quo of the performance appraisal system of K Construction Company through questionnaire survey and other methods.For a long time in the past,performance appraisal has become the focus of the theoretical circle,and a series of theoretical research results have been obtained.With the support of various theories,this article first uses investigation methods to understand the implementation of performance appraisal and collects the first Secondly,investigate the deficiencies in the performance appraisal of K company,and find the causes of the problems from multiple angles;again,according to the performance appraisal principles,clarify the meaning of this work,analyze the performance appraisal goals,and design a reasonable Evaluation indicators are used to achieve the purpose of optimizing the performance evaluation plan;finally,safeguard measures are formulated and the evaluation situation is followed up.The research has reached the following conclusions:(1)Based on the existing problems of K company's current performance appraisal system,a set of performance appraisal plans that will help stabilize the competitive advantage and create a win-win situation for all parties will be created in time.(2)Optimize and improve the entire performance appraisal mechanism with the aid of the balanced scorecard,and use a variety of appraisal methods at the same time,so that the performance appraisal can exert an ideal effect.(3)When K company implements performance appraisal,it must start from three levels: first,company-level appraisal,which not only promotes the realization of strategic goals,but also achieves win-win;the second is departmental appraisal,and the third is job appraisal.The two levels of assessment should strive to ensure openness,with the goal of promoting the sustainable development of departments and positions.(4)The optimization of K company's performance appraisal plan should not only adjust the appraisal plan,but also design a series of corresponding safeguard measures,so as to ensure that the optimized appraisal plan can truly land.At the same time,the utilization rate of the assessment results must be improved.From the standpoint of enterprise development,no performance appraisal system can achieve the goal of "Let's go everywhere".This requires the development of a corresponding appraisal system based on the company's situation.This article regards K company as a sample company,and designs a set of highly oriented performance appraisal system for it according to its operating conditions,which will help the company's performance appraisal work to play its due role and make the problems hidden in it be determined.The degree of resolution,and bring certain reference and reference for other business entities in the same industry to carry out performance evaluation.