Research On The Performance Appraisal Method Of Executives Of M Education And Training Company

With the rapid development of knowledge economy and big data,the 21 st century has gradually formed an era dominated by knowledge economy.In such a big environment,the rapid development of the education and training industry has been promoted,and at the same time,the focus of competition among education and training enterprises has been changed.For education and training companies,they not only have the characteristics of education,but also the characteristics of the enterprise.The senior management personnel in the enterprise are mainly knowledge-based employees,which have a certain degree of particularity compared with other enterprises.Not only need to pay attention to the development laws and trends of education itself,but also need to pay attention to the constraints and conditions of internal and external development of enterprises.Therefore,how to scientifically and reasonably evaluate the senior management personnel of an enterprise and motivate their own initiative and enthusiasm has become the most concerned issue of an education and training enterprise.And how to integrate modern performance appraisal methods into the enterprise,and link up with the original performance appraisal methods,so as to build a scientific and feasible performance appraisal system for senior managers of enterprises,so as to promote the healthy development of enterprises in the education and training industry Very important.This research is based on the current research status of performance appraisal-related theoretical knowledge at home and abroad,taking M education training company as an example,and conducts basic conditions such as the overview of M education training company,senior management positions,senior management structure,and current performance appraisal system.On the basis of research and analysis,it is pointed out that in the performance appraisal work of M company's senior managers,there are problems such as unscientific design of appraisal indicators,unreasonable setting of appraisers and their weights,and insufficient application of performance appraisal results.Reason analysis.And here we use KPI,360° evaluation method,mandatory distribution method and other performance appraisal methods,the overall design of the performance appraisal system,the design of the performance appraisal index system,and the performance appraisal results to obtain the performance appraisal system for the senior managers of the M education training company.Carry out optimization design,increase the confidence of the senior management staff in the company,cooperate with perfect incentive methods,stimulatethe enthusiasm and creativity of senior management staff,and lead the company's employees to continuously create value and enhance the company's overall competitiveness.It also guarantees the implementation of performance appraisal optimization measures from four aspects,including the attention and promotion of senior leaders,the support of human resources,the improvement of supporting systems,and the construction of company performance culture,so as to enhance the core competitiveness of M education training company.Thereby strengthening the assessment and management of senior management personnel of M Education and Training Company,and fully stimulating the autonomy and enthusiasm of senior management personnel.