The Optimization Design For Performance Appraisal System Of M Company

M company was founded in 2010,it is a small and medium-sized enterprise specializing in research and production of sintered NdFeB rare earth permanent magnet materials.The company is located in ShanDong Province,one of the six industrial agglomerations of Nd-Fe-B rare earth permanent magnet materials.Since its establishment,it has developed rapidly from a small enterprise with more than a dozen employees to a small and medium-sized enterprise with more than 350 employees,covering an area of 150 mu.At present,the company mainly produces seven series of sintered NdFeB N series(N35-N52),M series(35M-50M),H series(33H-55H),SH series(33SH-50SH),UH(30UH-45UH),EH series(28EH-42EH),AH(26AH-40AH),more than 30 brands and more than 1000 products of different specifications.Mainly used in loudspeakers,permanent magnet motors,new energy vehicles,magnetic separators,coupling machines,relays,magnetic suckers,micro-motors,generators,earphones,sensors,computer hard disk drives,optical drives,microwave communications,measuring instruments,meters,electronic clocks,nuclear magnetic resonance imaging,medical devices and so on.In this thesis,M company is taken as the research object,starting from the opportunities and challenges faced by rare earth permanent magnet material manufacturing enterprises in the current market environment,based on the theory of performance appraisal,through questionnaire,interview and other research methods,360 degree performance appraisal method and key performance index method are adopted to optimize the company's current performance appraisal system.In this thesis,294 employees in M company were surveyed by questionnaires,and26 employees from different levels and positions were selected as samples to conduct interviews.After analyzing and comparing the results of the survey,I think that the problems of M company's performance appraisal system are as follows: Firstly,the performance appraisal system is not closely related to the company's strategic objectives and can not serve the company's strategic objectives well;secondly,the performance appraisal system is too thin and not full,not only lack of effective evaluation indicators,but also lack of quantitative and qualitative criteria for judging indicators;The latter is the failure to make full use of the assessment results,which makes the performance appraisal lose its due role and significance.In order to solvethese problems,based on the current situation of M company,this paper has done a lot of supplement and optimization work on the current performance appraisal system of M company,hoping to tailor an effective performance appraisal system for M company,in order to improve the human resources management level of the enterprise.Based on the company's strategic objectives,the scheme extracts enterprise-level key performance indicators(enterprise-level KPI)through the method of key performance indicators,establishes department-level KPI according to enterprise-level KPI,establishes staff-level KPI according to department-level KPI,and extracts KPI as the realistic basis for formulating performance appraisal system.The performance appraisal system of M company includes two parts: Department appraisal and staff appraisal.Departmental assessment can be divided into two categories: the assessment of production departments and the assessment of functional departments because of their different responsibilities and work contents.The production departments can be classified as production departments,quality control departments and technical departments,whose assessment indicators include performance indicators and comprehensive management indicators.Functional departments include management departments,finance departments and business departments,which are set up according to their post responsibilities.Assessment indicators.Employee assessment is divided into three parts: the assessment of ministerial level employees and ordinary employees.The assessment indicators of both include three parts: work performance,work ability and work attitude.Specifically,specific and different detailed indicators will be designed according to different employees' post responsibilities and their corresponding different KPI.360 degree performance assessment method is used to assess the indicators that are not easy to quantify in employee assessment.To ensure that these assessment indicators can be evaluated more fairly and accurately.For determining the weight of assessment indicators,multiple weighting method and analytic hierarchy process are used for different types of assessment.Combining the above determined contents,a complete and effective performance appraisal form is formed.Finally,the implementation plan and safeguard measures of the performance appraisal system are formulated,so as to form an effective and feasible performance appraisal system.The innovation of this paper is to select the rare earth permanent magnet material manufacturing enterprises(M Company)in the emerging industries as the research object,and use KPI method and 360 degree performance appraisal method to carry out scientific,systematic and comprehensive optimization research and design of the current appraisal system,so as to maximize the level of human resources management of the enterprise,so as to ultimately enhance the core competitiveness of the enterprise.At the same time,I hope to use this research to actively explore the practicalapplication of performance appraisal theory in rare earth permanent magnet material manufacturing enterprises,and promote the development and application of performance appraisal theory in this industry.