Research On Performance Appraisal System Of W Company’s Production Department Staff

In recent years,The industrial chain of Aeronautical R&D and intelligent manufacturing owned by Sichuan Province has shown a strong industrial cluster effect in the predicament of the general development of the whole domestic aviation industry.In this industry background,a large number of outstanding military-civilian integration private enterprises have emerged.As one of the typical representative enterprises,W company not only actively carries out the external strategic layout,but also constantly explores ways to improve the internal scientific management level.As the core component of modern enterprise management and human resource management system,it is very important to improve the scientific management level of enterprises.In the face of the rapid development of the current enterprise,the senior management of W company unanimously believes that it is imperative to establish a performance appraisal system that is in line with the actual situation of the company.Based on the internal management of W company and a large number of survey data analysis,the author proposes to improve the design of the existing performance appraisal system of production staff.Firstly,We analyze the current theory and indicator design methods related to performance appraisal at home and abroad,and lay a solid theoretical foundation for system improvement.Secondly,on the basis of comprehensive analysis of W company’s development process,organizational structure and personnel structure distribution,we conduct a survey and Study on the current situation of staff performance appraisal system in production department,and obtain the results of the survey and analysis.Then,the problems of the performance appraisal indicators in the performance appraisal of W company are not perfect,the evaluation criteria of the appraisal indicators are missing,the execution of the appraisal program is insufficient,the feedback of the appraisal results is not smooth,and the appraisal results are applied in a single way.Finally,on the basis of defining the objectives and principles of the improvement of W company’s performance appraisal system,we put forward constructive and practical improvement plans and safeguards for the main problems.After a certain degree of improvement on the current performance appraisal system of W Company producers,the following conclusions were drawn: The establishment of a scientific and reasonable performance appraisal system depends on the actual development status of the enterprise.Decomposition of Employee Performance Goals Based on Strategic Goals.Resource support and organizational security of senior managers are very important.Performance appraisal system needs to be related to other systems of human resources.We hope to draw reference to the establishment of a scientific and standardized performance appraisal system for other private high-tech entrepreneurs in China.