Research On Performance Evaluation System Optimization Of SF Cold Transport Company

Having excellent talents is the key for enterprises to show their core competitiveness and achieve sustainable development in the era of advocating learning ability and innovation ability.Therefore,human resources have gradually replaced other material resources and become an effective way to enhance the competitiveness of modern enterprises.In the development and management of human resources,performance appraisal is an important basic work,and also a key and difficult point of human resource management.Through the performance assessment,we should not only objectively and impartially evaluate the work effect and performance of the employees,but also give appropriate salary,position and incentive,and try to improve the employees' enthusiasm for work and achieve the overall performance goal of the enterprise.Therefore,it is very important for any enterprise to analyze the status and problems of the performance appraisal carefully and carefully,and actively explore the scientific and reasonable performance appraisal system suitable for the enterprise.This paper takes the relevant theories of performance assessment at home and abroad as the research foundation,and takes the performance assessment activities of the SF cold transport department to SF cold transport branch as a breakthrough point,and uses the basic theory and methods of performance assessment to systematically analyze the performance assessment of the cold transport department and the staff of the sub companies.At present,there are many problems in the performance appraisal of the SF cold transport department in the sub company,such as the lack of performance appraisal system for the general manager,the functional department manager and the functional department of the sub company;the overall structure of the performance evaluation index is not scientific;the performance evaluation index and the incentive measures are set unreasonable;the performance appraisal is lack of performance interview And improve tracking;performance appraisal results have not been fully encouraged to apply.These problems are mainly caused by the lack of understanding of the performance assessment by the SF cold transport business department and the branch company,the low participation degree of the performance assessment index by the SF cold transport branch,and the lack of communication and linkage between the SF cold transport department and the branch company in the performance assessment.In view of the above problems and reasons,this paper combines the balanced scorecard method with the two methods of key performance index,and uses the balanced scorecard method to construct the multi-dimensional and omni-directional performance appraisal system of SF cold transport branch,and then uses the key performance index method to determine the specific evaluation indexes of each dimension.The combined application of the two methods makes the assessment system of SF cold transport company not only consistent with the strategic planning and development goals of the SF cold transport department,but also gives consideration to the improvement of the comprehensive capability of the SF cold transport branch,the balanced development of the SF cold transport branch,and the KPI method to reflect the status of the key capabilities of the sub company more intuitively and fascistically,Make the performance appraisal targeted.In the specific implementation,the following steps are taken for the post of general manager of the sub company: to determine the strategic planning and development goals of the SF cold transport department,determine the KPI of the general manager of the branch by using the balanced scorecard,set the KPI weight of the general manager of the sub company,and set the target value of the performance evaluation index of the general manager of the branch.The optimization and adjustment of KPI in the sub company;For the branch manager and staff position of the branch,the performance assessment optimization steps are: using the Balanced Scorecard to determine the KPI of the branch manager of the branch of the company,and set the KPI of the Department staff on the basis of the KPI of each department.At the same time,we attach great importance to the optimization of the performance interview and the improvement of the incentive mechanism.In order to ensure the implementation of the performance appraisal system of SF cold transport branch,we should first improve the degree of attention to performance assessment.Secondly,we should establish a stable and operable performance appraisal system.Again,we should ensure the timeliness and effectiveness of the performance assessment results.Finally,we should attach importance to the communication and feedback of performance assessment.The study of this paper is of great practical significance for improving the enthusiasm of the employees,improving the management level of the branch,strengthening the performance of the branch,and realizing the overall strategic deployment of the cold transport department.