Research On The Performance Appraisal System Of Xinjiang ZX Company

In today’s society,the competition pressure of enterprises is gradually increasing,and attention is paid to human resources.Human resources is the first resource of the enterprise,as the key content of human resource management,the enterprise can improve the active initiative of the employees in the work,promote the common growth of the employees and the enterprise,and provide the talent reserve for the enterprise.Therefore,enterprises need to set up a perfect performance appraisal system to evaluate the performance of their employees,stimulate them to better display their talents,contribute to the development of enterprises.Through the analysis of this paper,it is found that the original performance appraisal system of Xinjiang ZX is not satisfactory and there are the following problems.First,the willingness and motivation of employees to participate in performance appraisal is low.Second,the content of employee assessment is not comprehensive and the form is unitary,third,the performance appraisal system process is imperfect,fourth,the performance appraisal position is narrow,the function is single.The main reasons for the company’s performance evaluation problem are the lack of attention to the performance appraisal of employees and the serious delay of the performance appraisal consciousness.For this reason,this paper analyzes the operating mode and job responsibility of Xinjiang ZX company,according to the actual situation of the company’s development,designs the current performance appraisal system from the main body,system process,cycle,content,index and evaluation standard.Aiming at the problems existing in Xinjiang ZX Company,the corresponding optimization scheme is put forward.First,through employee participation in the content of performance,indicators,value setting,mobilization of the sense of responsibility to improve performance to achieve personal benefits,promote personal development,so that staff motivation higher;The second is to achieve a more comprehensive content of the performance appraisal through various indicators,different performance indicators and different departments.The third is to improve the system’s performance interview,promote performance improvement,to achieve a better performance appraisal system process and high efficiency;The fourth is to make the performance evaluation function more complete by extending the results to salary grading,job promotion,training development,business reward and nonmaterial reward.