Research On The Governance Mechanism Of F Company Deviant Behavior On Performance Appraisal

Deviation behavior is more and more common in enterprises.In the long term,such behavior not only affects the enterprise's human resources strategic planning,but also reduces the enterprise's production efficiency,in the short term,this kind of behavior causes the enterprise to suffer huge economic losses.Especially with the rapid development of today's social economy,the competition between enterprises has reached a white-hot degree,and the working pressure of employees continues to increase.Improper performance appraisal makes employees' deviant behavior become more and more serious,which has become an urgent problem that affects the stability and long-term strategic development of enterprises.F company is engaged in mobile phone production and processing enterprises,in recent years as the original business excellence and continue to expand on the overall development in the emerging business maintained industry-leading level,but the number of times the employee deviant behavior occur more frequently with more serious impact and much more variety.How to keep the enterprise rapid development at the same time,reducing the employee deviant behavior has become a topic,which managers are very concerned about.Taking the micro organization of supply chain employees of F company as the research object,this paper studies the deviant behavior of supply chain employees of F Company from the perspective of performance assessment,literature review,interview,questionnaire and other research methods,and draws the following conclusions:(1)Through the data analysis of deviant behavior,it was found that the deviant behavior in the supply chain organization was very serious,almost 70% of the employees had deviant behavior with different degrees;(2)Through interviews and questionnaires,it is found that performance appraisal is the main root cause to promote deviant behaviors,mainly manifested as problems in the performance appraisal system and perception of performance appraisal.Specifically,problems include the purpose of performance appraisal,performance appraisal frequency,sense of fairness in performance appraisal and sense of pressure in performance appraisal.(3)Put forward targeted strategies to manage deviant behaviors,specifically replacing evaluation-oriented performance appraisal with development-oriented performance appraisal;Replace the qualitative assessment period with the elastic assessment period;Replace traditional paperwork by Internet control to optimize performance appraisal system and improve performance appraisal perception.The purpose of this paper is to analyze the current situation of employee deviation behavior in the supply chain of F company,find out the reasons for the occurrence of employee deviation behavior,and put forward constructive governance strategies and suggestions.It not only promotes the human resource management of F company and the realization of corporate strategic goals,but also provides effective reference suggestions for the management of employees' deviant behaviors in other relevant industries.