Study On Optimization Of Employee Performance Appraisal System Of Lianyungang Radio And Television Group

Under the background of in-depth reform of radio and television organizations,most urban radio and television media groups fail to keep up with the pace of institutional reform in terms of staff performance assessment.In addition,they are confronted with the impact of the development of new media.The operation and operation of traditional radio and television media groups are caught in the development bottleneck and their internal and external competitiveness continues to weaken.A municipal radio and television station,want to be in the "cracks" strives for the survival,to enhance the core competitiveness,to achieve the virtuous circle of management,must have a can combat,strong cohesion of the staff team,to rely on the joint efforts of all staff to do a good job in the media fusion,guarantee of advertising business and revenue,make its external competitiveness.Although Lianyungang Radio and Television Group(LRTG)has made corresponding adjustment in employee performance appraisal to adapt to the new external environment,this change is lagging behind,not deep and not sound.The existing employee performance appraisal system of LRTG has the following defects:Lack of performance feedback;Insufficient application of performance appraisal results;Lack of incentives for innovation.The employees of Media group are different from the employees of other enterprises in their specificity,and put forward special requirements for the employee performance appraisal system.The first plan shall specify the performance of the organization,the organization's strategic goal for scientific,reasonable and canonical decomposition,the manager will organize target segment for each department,department is responsible for the implementation,to determine the target employees,emphasis on ratings target and business objectives,and this is the foundation of security ratings and the management goal realization conditions.Secondly,the balanced scorecard and key performance indicators are used to optimize the existing staff performance assessment standards with workload as indicators,implement differentiated performance assessment,and open up the communication channels between examiners and examinees,and increase the reconsideration channels.Differentiated performance appraisal shall be implemented,communication channels between examiners and examinees shall be opened up,and reconsideration channels shall be increased.Finally,it is proposed that the implementation process of employee performance appraisal system should be guaranteed,and the feedback and application of performance appraisal results should be well done,so that the appraisal target can be successfully achieved as scheduled.This paper systematically optimizes the performance appraisal of employees of LRTG,forms a scientific and reasonable system,and comprehensively considers job differences and market environment.In order to achieve organizational goals as the final goal,improve the performance assessment of each link,form a virtuous cycle,so that the group to achieve the optimization of human resources management,and then promote the realization of organizational goals.Internally,help local radio and television groups deepen mechanism reform,improve employee performance,retain and utilize talents,and ensure the smooth realization of organizational goals;Externally,we should realize social benefits,get out of business difficulties.improve public trust.and give full play to the role of mainstream media.