Research On The Improvement Of Performance Appraisal System In A Company Based On KPI

As an important part of human resource management,performance assessment bear the important responsibility to convey the core values of the enterprise,improve the comprehensive quality of the staff and the competitiveness of the enterprise.With the deepening of performance appraisal in management practice,its limitations and shortcomings are becoming more and more prominent.At present,performance assessment has not fully played a role in many enterprises.While companies usually spend a lot of time and energy,employees are resistant to performance.With the increasingly fierce competition,the enterprise is facing more and more challenges.In this case,the enterprise should improve the existing performance appraisal system and establish a scientific and effective performance appraisal system which is in line with the development of itself.The A enterprise studied in this paper develops steadily in recent years,but from a certain perspective,it is still in the transformation stage from traditional personnel management mode to modern human resource management mode,especially in performance appraisal.The purpose of this study is to make some efforts in improving performance.After a long period of development,the performance appraisal has been developed from the earliest single index to multi-index comprehensive evaluation.In these assessment methods,the performance assessment optimization system based on KPI is the most intuitive and effective way to reflect the performance of staff,and the contribution of employees to the enterprise.In addition,the results of performance appraisal can be truly used in performance communication and improvement,which can make the work of staff more effective.It not only can let the company see results in a short time,but also be beneficial to the development of the company and the staff in the long run.This is of great significance to the exploration of effective performance appraisal methods and strategic objectives.The analysis and research of this paper are mainly based on the key performance indicators and other performance appraisal theories.The first chapter discusses the research background and significance,and clarifies the research results of the theory of performance management by summarizing the research status at home and abroad.The second chapter compares and analyzes the related concepts of performance management,and emphasizes the key performance appraisal method.The third part mainly focuses on the current situation of A company's performance appraisal.Through questionnaire survey,we can get a clear picture of the company's understanding and views on the current performance appraisal.Combined with the survey results,we analyze the causes of the problem and the reasons behind it.The fourth chapter,based on the existing problems,we put forward the strategy oriented,and construct the performance appraisal system based on KPI,and evaluate the performance of employees scientifically and fairly.With the help of strategic map and other tools,the strategic objectives of enterprises were analyzed and defined,and the key elements were decomposed step by step by means of fishbone diagram,task division matrix and so on.Finally,the KPI index system of enterprise level,departmental level and post level was finally formed.The new performance appraisal system is implemented from the aspects of determining the performance appraisal to the reasonable trial of performance appraisal results.Finally,according to the actual situation of the enterprise development,this paper puts forward several measures to ensure the continuous operation of the system.In this paper,the author hopes to improve the existing problems in the performance appraisal system of A enterprise and improve the management level and competitiveness of enterprise.And it can also provides some references for other domestic enterprises to improve the performance appraisal system and implement the enterprise development strategy.