Redesign Of Performance Appraisal System For Dalian Branch Of Y Company

With the vigorous development of the information industry and the gradual warming of Sino US trade friction,the chip industry has been designated by the State Council as one of the strategic industries in urgent need of vigorous development and key support.In this context,the competition of chip manufacturers for advanced process R & D and market share intensifies the competition for talents in the chip industry.Dalian Branch of Y company,which has been deeply cultivated in China for many years,is facing a huge risk of brain drain.As an important means to retain talents and stimulate the vitality and enthusiasm of employees,performance appraisal plays an important role.In order to fully understand the operation effect of the current performance appraisal system in Dalian Branch of Y company,this paper develops a questionnaire,which designs 16 items from two aspects of performance appraisal index design and implementation.A total of500 questionnaires were distributed to employees from different departments,and 465 valid questionnaires were finally collected.Through the analysis of the questionnaire,there are some problems in the operation of the current performance appraisal system,such as the low level of employee participation,the poor incentive effect of the application of the appraisal results,the poor implementation of performance appraisal,and the need to improve the fairness.The root cause of the problems are mismatch between the performance appraisal index and the company's long-term strategic objectives,the single assessment method,lack of effective training to appraisers,and imperfection of assessment feedback mechanism.The redesign principles of strategic orientation,fairness and differentiation are studied and formulated.The performance appraisal indexes of production line workers,engineers and management are redesigned by using equity theory,demand theory,balanced scorecard and 360 appraisal method.According to the different responsibilities,objectives,customers and workflow of the job position,the differentiated performance appraisal index is designed,and then the AHP is used to calculate the index weight scientifically and carefully.In addition,from the organization and implementation of performance appraisal,appraisal methods,appraisal cycle and feedback mechanism,this paper puts forward a series of specific and executable suggestions,and broadens the application incentive scheme of performance appraisal from the differentiation of salary system,the fairness of job position promotion and elimination,and the diversification of training,in order to achieve the ultimate goal of comprehensively transforming the performance appraisal system of Dalian Branch of Y Company.After redesigning the appraisal index,implementation scheme and incentive scheme for appraisal application of Dalian Branch of Y company,the guarantee measures are strengthened from the aspects of increasing the publicity and promotion of performance appraisal,optimizing the appraisal process,strengthening the training of performance appraisal personnel and increasing the investment in performance appraisal resources,to promote the smooth implementation of the redesigned performance appraisal scheme,Effectively improve the enthusiasm and loyalty of employees,and promote the sustainable and healthy development of enterprises.