Font Size: a A A

Research On Problems And Optimization Countermeasures Of S Company Staff Performance Appraisal

Posted on:2020-05-05Degree:MasterType:Thesis
Country:ChinaCandidate:L WangFull Text:PDF
GTID:2428330623459589Subject:Business Administration
Abstract/Summary:PDF Full Text Request
In today's society,with the continuous development of modern economy,market competition is becoming increasingly fierce,which is a major challenge for all walks of life.Under the modern economic form,the requirement of our country's enterprises for operation and management is more and more perfect,which promotes the appearance of employee performance appraisal.Employee performance appraisal has been perfected in developed countries,but the system has not been used for a long time in China.Therefore,the performance appraisal of employees in various enterprises in China is still in the initial stage of trial.Although it is more and more valued by enterprises,there are still many deficiencies in its implementation.The introduction of employee performance appraisal system in enterprises can not only divide the overall strategic objectives of enterprises into different departments,but also assign tasks according to the characteristics of each department and post,so as to promote the achievement of the overall objectives.And employee performance appraisal system can greatly improve the enthusiasm and sense of responsibility of employees.Employees are no longer just simple work for the enterprise,but to create more economic benefits for the company,try to complete the goals and tasks assigned by the company,in order to speed up the realization of the company's overall goals.In this paper,the performance management of S company is studied and analyzed,which provides theoretical reference for the development of human resources of enterprises in China.After thorough analysis and Research on the development,team and performance management of S company,it is considered that it is of great significance to implement scientific performance management from the perspective of employees' own development.Firstly,this paper summarizes the related theories of performance appraisal,including the theory of performance management,the system of performance evaluation and the commonly used methods of performance evaluation,including the theory of performance management.The system of performance evaluation and the common methods of performance evaluation.Secondly,this paper analyzes the current situation and problems of staff performance appraisal in S Technology Group Co.,Ltd.(hereinafter referred to as "S Company"),and focuses on the analysis of the status quo of performance appraisal and the questionnaire of performance appraisal of staff in S Company.It also points out the problems existing in the performance appraisal system,such as the unreasonable design of the performance appraisal index,the lack of weight basis,the lack of communication and feedback on the performance evaluation results and the lack of rational use of the performance evaluation results.Four aspects,then proposed the S company staff performance appraisal optimization countermeasure,from the performance appraisal optimization goal and the principle,the performance appraisal optimization scheme design these two aspects carried on the analysis;Finally,this paper puts forward the implementation and safeguard measures of the staff performance appraisal optimization scheme of S Company,mainly from three aspects: perfecting the performance culture of the organization,reforming the performance management structure and establishing the effective performance management communication mechanism.Through the research and analysis of the performance management of S Company,this paper hopes to bring reference to the development of human resources of enterprises in China.
Keywords/Search Tags:performance management, performance appraisal, evaluation index, performance communication
PDF Full Text Request
Related items