Optimization Research Of Performance Appraisal For Marketing Department Of X Company

With the development of enterprise management,the importance of human resource management become more and more important,the traditional management has been difficult to be adopted,standardization of human resource management has become an inevitable trend,particularly reflected in the performance appraisal of employees.We need to quantify the business data and performance appraisal indicators,combined with a wholesome performance appraisal incentive mechanism,so we can get the purposes of stimulating the backward and encourage the advanced staffs,and achieve the actual purpose of performance appraisal.This article will take X company as the research object,who is a traditional power supply unit manufacture with R&D,production and sales department,used relevant theoretical knowledge of performance appraisal as a guide,read large performance appraisal optimization program design and other related literature,combined with the existing performance appraisal status,adopted the questionnaire survey and staff interviews to analyze the existing problems.Redesigned a practicable performance appraisal program,take KPI and MBO as the main assessment tools,set different assessments according to the level of candidates.Established the results application mechanism of performance appraisal at the same time,so that the results is linked with personal performance directly,and promoted the team and individual performance to get the X company's strategic goal.The optimized performance appraisal program takes a professional human resource management point of view,not only solved the original method issues for lack of performance evaluation result feedback,but also provided a quantitative basis for the promotion and enhanced the overall performance management level.This paper including the following contents.First of all,proposed the research background and significance.Secondly,it summarizes the relevant theoretical basis of performance management and performance appraisal in human resources.Then redesigned an appropriate performance appraisal program which is suited for the current stage,that the employees will be divided into five levels according to their duties,each level corresponding to a different assessment indicators and post coefficient to ensure fair assessment.Finally,put forward a few safeguards to implement the performance appraisal program,increased the application of performance appraisal and compensation incentives results.