Employee Performance Appraisal Of Heilongjiang SD Technology Co.Ltd

The report of the 19 th National Congress of the Communist Party of China clearly points out the need for the full implementation of performance management.This shows that performance management plays an important role in enterprise management.As an important part of performance management module,performance appraisal is an important way to select and reward employees,which has been recognized by more and more enterprises.In addition,large enterprises will not only set up performance appraisal department and performance manager posts,but also set up performance management committee.This paper takes the employee performance appraisal of Heilongjiang SD Technology Co.,Ltd.as the main research content,through the research and analysis of a wide range of related performance appraisal theories at home and abroad,and with reference to the performance appraisal methods of employees in the same type of enterprises and posit ions,makes a thorough and detailed analysis of the current situation of employee performance appraisal of SD Company,and points out the problems existing in the design of employee performance appraisal Questions,such as: Post division,index design,communication and cooperation,reward mechanism,feedback and other problems.At the same time,the paper analyzes the existing problems from the aspects of performance index setting,management awareness,employee awareness and incentive mechanism.In this paper,the quantitative and qualitative analysis method is the main research method,questionnaire research is the auxiliary method,and the evaluation index is selected to determine the weight distribution.The design and evaluation methods of performance evaluation index are described respectively from the four post types of research and development,sales,management and auxiliary support.Based on the two theories of key performance indicators(KPI)and objectives and key results(OKR),this paper formulates differentiated performance appraisal indicators from the aspects of result orientation,sales performance,objective management and support cooperation according to the characteristics of each position,and resets the organizational structure and the post responsibilities of employees,so that the performance appraisal indicators can be followed in the design.Finally,this paper puts forward the safeguard measures of performance appraisal from the implementation steps,personnel,system and other aspe cts.Before the implementation of performance appraisal,the mobilization work of employees shall be done well to eliminate the concerns and dissatisfaction of employees on performance appraisal;during the appraisal process,the monitoring shall be carried out to record the existing problems and correct them in time.To improve the management level of the company as a whole by constantly improving the management concept of the directors,supervisors and senior managers and the professional skills of the personnel in the human resources department.Through all aspects of security measures to promote the smooth development of performance appraisal,in daily work to fully motivate the initiative of employees,comprehensively improve the development level of SD Company.I hope that through the in-depth study of this paper,it can play a reference role in improving small and medium-sized high-tech enterprises.