Research On Performance Appraisal Problem Of S Company Based On Balanced Scorecard

In recent years,the international crude oil price has been falling continuously,which makes the competition in the oil industry increasingly fierce.Improving the management level of enterprises to counter unfavorable external factors has become the primary problem to be solved by every oil enterprise.Usually,the management level of an enterprise depends on its human resource management level,and the human resource management level depends on the enterprise performance appraisal.There are many methods of performance appraisal,among which the Balanced Scorecard theory decomposes the strategic objectives of enterprises into employee performance appraisal,and constructs appraisal indicators from four dimensions:finance,customers,internal processes,learning and growth,so that enterprise performance appraisal is closely combined with strategic objectives.S Company is a state-owned oil enterprise.This paper takes S Company as the research object,adopts the methods of research literature,case analysis and analytic hierarchy process,and introduces the Balanced Scorecard to solve the problems existing in the current performance appraisal of S Company,hoping to provide reference for the performance appraisal reform of oil enterprises.Firstly,this paper deeply understands the basic situation and performance appraisal status of S Company,and finds out the existing problems in current performance appraisal by means of questionnaire survey and analyzes the causes.Secondly,it demonstrates the necessity and feasibility of introducing Balanced Scorecard into S Company.Thirdly,the balanced scorecard performance appraisal is designed for S company to solve the problems existing in the current performance appraisal,and the strategic objectives of S company are defined,which are decomposed into four levels: finance,customer,internal process,learning and growth.The strategic map of the company is drawn,and the performance appraisal indicators of each dimension are determined qualitatively,while the weights of each dimension and each dimension performance appraisal indicator are determined quantitatively by analytic hierarchy process,and the comprehensive weights of each performance appraisal indicator are calculated to obtain the performance appraisal results.Finally,the results of performance appraisal are related to the salary adjustment and bonus determination of employees.According to the results of performance appraisal,employees’ performance improvement plans,post allocation and post management,and staff training are made,and corresponding safeguard measures are put forward.