Research On Performance Appraisal And Incentive Mechanism Of J Company

J Company,as the important strategic layout point of COFCO in the northern region,fully promotes the strict management of enterprises and fulfills the social responsibility of "being loyalty to the country and the livelihood of the people".Taking the performance appraisal and incentive mechanism of J Company as the research object,this thesis uses literature research,quantitative analysis,questionnaire survey,interview,bench marking and other methods to analyze the company's strategy and operation situation.It is found that there are some problems in the performance assessment and incentive work of J Company including a lack of fairness,lack of performance appraisal and communication links,lack of incentive compensation,and lack of long-term incentives for employee,etc.The establishment of performance assessment and incentive mechanism to adapt to the development of the company can help not only undertake the strategic objectives of the company,but also improve the efficiency of the company's operation.It is an important work which is related to the development of the company.Combining with the balanced scorecard,key performance indicators and other performance assessment theories and based on the past data to review the performance assessment,the company's key success factors and functional factors,the thesis draws the strategic map of the company;combining with bench marking methods and bench marking enterprises in the same industry,the thesis improves performance assessment content and index system into the system.Combining with Fairness Theory,Halo Effect and Successor Effect Theory,we try to solve the fairness of performance appraisal as far as possible.Through the drawing of information transfer diagram and performance interview,the information transfer process and performance communication mode of performance appraisal are clarified.On the premise of not increasing the cost of the enterprise,the Theory of Expectation improves the incentive effect by implementing the retention scheme of total salary,the scheme of sharing the results of the operation,the compensation matrix and so on.Combining with the Demand Hierarchy Theory and Two Factor Theory,a long-term incentive system is established through job rotation and technology sequence.After a period of work,it is concluded that the performance assessment and incentive mechanism,which is scientific,reasonable and adaptable to the development of the enterprise,can not only encourage employees,eliminate employees' conflict,but also enhance the team's cooperative ability,which will help enterprises make correct decision-making on human resources,reduce labor costs,increase productivity.