Optimization Design Of Staff Performance Appraisal System For DL Branch Of MCC 6

In recent years,with the increasing expansion of PP projects advocated by the state,the growth model and profit model of the whole construction industry have undergone great changes.In the past,there were fewer and fewer traditional construction projects,which is bound to cause the fierce competition between state-owned enterprises and state-owned enterprises,and between state-owned enterprises and private enterprises.As a second-tier subsidiary of state-owned China Metallurgical Corporation(MCC),MCC DL Branch was established in May 2020 by the merger of MCC DL Branch and another second-tier subsidiary of MCC.For the larger and larger DL branch,a series of problems are prominent,which brings great pressure to the continuous efficiency management.Combined with the current actual situation of DL branch after integration,it is particularly important to optimize the original employee performance appraisal system,so as to form a unified employee performance appraisal system suitable for the development needs of the company.Based on Maslow's demand theory,two-factor theory,reinforcement theory and other related theoretical basis,this paper firstly introduces the general situation of DL branch from several aspects,such as the introduction of DL branch,the organizational structure of DL branch,and the business scope of DL branch.Then with the analysis of the questionnaire and individual interview,collecting DL branch staff performance appraisal system related basic data,basic information and data,etc.,for DL branch staff performance appraisal system present situation analysis,find out the problems existing in the DL branch staff performance appraisal system,these problems directly affect its role in the staff performance appraisal system.Through the analysis of Jinyi Huashen people,the main causes of these problems have been found out.In order to ensure that employee performance appraisal into practice Real incentive effect,with reference to maslow's demand theory and other related theories,from Germany,optimize spirit clear performance appraisal performance evaluation index set up and improve the system performance appraisal training,long-term incentive and short-term incentive,healthy home rich performance appraisal research and communication mechanism,performance appraisal results using the several aspects such as channels for DL poor company staff performance appraisal system,the optimization design.Real leg at the same time,through the optimized design scheme for DL male company quarter complete comparison and analysis,the indicators to verify the effect of optimizing design scheme,the results show that the DL branch quarter with target completion,although the indicators is poor,but with optimization design of mulberry,compared to prior to the implementation of the completion rate has greatly improved,is expected in the next quarter of the inspection,the indicators completion will have further improvements,each index is expected to be completed on schedule,and verify the effectiveness of the optimal design scheme.Finally,the guarantee measures for the implementation of DL branch employee performance appraisal system optimization plan are given,including organizational guarantee,system guarantee,professional talent quality guarantee,etc.This paper has a great guiding significance for the staff performance appraisal management of the DL branch of MCC 6.At the same time,it can also be used as a reference for other similar companies.