Study On The Optimization Of Performance Appraisal System In Assistant Office Of Jingxin Gansu Branch

The performance appraisal system of enterprise assistants is crucial for engineering enterprises so that indirectly determines the efficiency and development of enterprises.Therefore,it is imperative to assess the company's assistants with comprehensive,objective and fair performance appraisal.Meanwhile,the assessment results are fed back promptly to the assistants,in order to stimulate the enthusiasm of the assistants,and continuously improve the performance level of the assistants and the sustainable development of the company.However,the assistants are nontechnical talents,which are not directly reflected in the performance of the company.The assessment is difficult even ignored easily.Jingxin gansu branch is facing such confusion.The assistant's unreasonable performance appraisal system of the office affects the company's operating performance.So,it is necessary to optimize the system.This paper firstly conducts in-depth study of performance and performance appraisal theory on the basis of reading up a large amount of literarture.Secondly,the actuality of the performance evaluation of the assistant office is carried out.Found the problems in the performance appraisal system by field research and questionnaires,meanwhile,analyzed the cause of the problem.Then,optimizing the existing performance appraisal system of assistant office based on the status of development of the jingxin gansu branch,and Combine the problems and reasons.This includes the first step of drawing on the guiding ideology of The Balanced Scorecard(BSC).Through the analysis of the strategic objectives of jingxin gansu branch,the strategy is decomposed from the four dimensions of “finance,customer,internal process,learning and growth.Use the approach of Key Performance Indicator(KPI)decomposes the company's strategic objectives into layers to form an assessment index for assistants in different positions;the second step determines the assessment cycle and the assessment subject;the third step uses the analytic hierarchy process to determine indicators and The weight of different assessment subjects;the fourth step is to design a performance appraisal,whichcontains all the above optimization contents.At the end of the paper,this paper also formulated the safeguard measures for the performance appraisal system of jingxin gansu branch assistant office,and the whole optimization scheme is summarized,and the main conclusions of this research and the prospects for the future are expounded.Such research can effectively stimulate the work initiative of the assistant employees,help the company to change their work behavior and work performance,and become a strong support for the company to achieve the annual goals and tasks and long-term development strategy;at the same time,provide the basis for the company's personnel management and provide opportunities for the assistant's selfgrowth;in addition,the optimized performance appraisal system can be used not only for the assistant office of jingxin gansu branch,but also for other companies with similar backgrounds and other position with similar issues.