Research On Performance Evaluation Optimization Of Production Department In MK Medical Technology Co.,Ltd

With the densified process of globalization,China's openness and speed of economic development have been continuously strengthened,and the influence of Chinese companies in the world has gradually increased.Along with the expansion of the scale of enterprises,the number of employees has increased.For these reasons,performance evaluation has increasingly become a work focus on human management work.However,due to reasons such as lack of attention to performance appraisal or poor understanding of performance appraisal,etc.in many private enterprises,The management of the company has not effectively played the role of performance evaluation in the production and development of the company.MK Medical Technology Co.,Ltd.is mainly engaged in the development of blood glucose monitoring products with high requirements for product quality accuracy.In recent years,the production department has gradually risen in the position of MK Medical Technology.The number of employees in the production department has increased,accounting for nearly 60% of the company's total number of employees.The production efficiency and production quality of the production department directly affect the company's external brand building and future market expansion.There are many problems in performance evaluation of production department,such as unclear performance indicators,unclear job responsibilities,lack of evaluation training,lack of performance feedback and communication,limited incentive effect and so on.All above these need to be improved.This paper conducts in-depth research on the existing performance evaluation system of the production department in MK Medical Technology Co.,ltd according to performance evaluation and other related theoretical knowledge,interviews,questionnaires,and other forms.It was found that in the performance evaluation of MK Medical Technology's production department,there were some problems such as unclear performance evaluation of middle and senior leaders,unsound corporate management structure,unreasonable design of performance appraisal indicator system,low enthusiasm for performance appraisal for most employees and so on.This paper proposes some optimization plan for the above issues.Firstly,increase the level indicators of the production sector;specify the job responsibilities of the production department;further clarify the rights and responsibilities of employees;standardize the performance evaluation of employees in the production department.Secondly,optimize the communication and feedback mechanism for performance appraisal and evaluation incentive system;strengthen the communication between employees and managers at the grassroots level;enhance enthusiasm of employees to participate in the assessment;promote the continuous development of performance evaluation.Last but not the least,it needs some safeguard measures,such as organization guarantee,system guarantee,training support and so on to ensure the smooth implementation of the performance evaluation in the production department.