| With the change of macroeconomic environment and the global spread of COVID-19 epidemic,the consumption power of Chinese residents has declined,and the policy of promoting energy conservation and emission reduction to promote new energy vehicles has been strengthened,which has caused the development of traditional fuel vehicle market to be impacted unprecedentedly.Under this background,in order to survive and gain profit development space,Car dealership must change their business philosophy and improve themselves from the management level,so as to match the company’s strategic development goals and adapt to the challenges of the market environment.At this time,human resources,as one of the optimal strategic resources of enterprises,are particularly important for the reform and improvement of their management.It is of great significance for the long-term development of enterprises to adhere to the performance management with efficiency and benefit as the double guidance,formulate the performance appraisal system that is most conducive to the business development of enterprises,fully stimulate the vitality of the workforce,maximize the ability and role of each employee,and fundamentally improve the core competitiveness of enterprises.Since the establishment of Datong Company,it has always adopted the Key Performance Indicator（KPI）assessment method widely used in the industry.In recent years,under the influence of the big environment,it has shown a sharp decline in operating profit and a surge in employee turnover.All indications show that the traditional KPI can no longer meet the needs of the survival and development of the automobile industry,and it is in urgent need of a performance optimization scheme that is more in line with the needs of the times to help enterprises get out of trouble,make them more cohesive and centripetal,and always maintain the competitive advantage of the industry.On the basis of fully studying the relevant theories of performance appraisal at home and abroad,this paper compares the advantages and disadvantages of various performance appraisal methods,taking the after-sales department of Datong Company as the research object,and investigates the current performance appraisal system through questionnaires,interviews,etc.,in order to find that there are many problems in this system,such as low employee recognition,unreasonable performance goal setting,unchallenging performance appraisal results,lack of communication and feedback mechanism,and inability to reflect the real value of employees.Then the inevitability and feasibility of replacing the existing KPI performance appraisal method with Objectives Key Results（OKR）are analyzed by analyzing the causes of the existing problems,combining with the current development situation of Datong Company and the company’s strategic objectives.Finally,the optimization scheme design of the performance appraisal system for the company’s after-sales department is put forward.The basic goal of the design is to increase the profit of the department and reduce the turnover rate of employees.The design principles and ideas are defined.OKR at all levels are set from the four dimensions of "finance,customer,operation and employee growth",the assessment subject and assessment cycle are determined,the performance feedback,appeal and application mechanism are improved,and the system,organizational structure,training and culture are matched to form a complete closed-loop system of OKR performance assessment.The implementation of OKR performance appraisal system scheme in the after-sales department can fundamentally improve the weakness of KPI system,make the goal setting more reasonable,challenging and stimulating,fully stimulate employees’ subjective initiative and innovative ability,increase employees’ recognition of performance appraisal system,and give full play to the guiding and promoting role of performance management in enterprises.At the same time of the profit of the enterprise increases,the material and spiritual needs of the employees are also met,the personal value is truly reflected,and the loyalty of the employees is effectively improved.The successful implementation of the performance optimization scheme in the after-sales department will lay a solid foundation for the comprehensive promotion of OKR in the company in the future,and provide useful thinking and reference for the optimization of performance appraisal system of similar enterprises,which has strong theoretical and practical significance. |
