Research On Optimization Of Performance Appraisal System Of D Software Company

With the rapid development of software industry in recent years,domestic and foreign software enterprises are in fierce competition.How to build a reasonable performance appraisal system according to the actual situation is an important issue for enterprise development.As the only subsidiary of one of the world's top 500 Japanese companies in China,Company D is facing new opportunities and challenges under the influence of domestic and international market.A scientific performance appraisal system is the key to implement the strategic goals of the company and improve the core competitiveness of the company.As the development process of the company advances,the current appraisal system of Company D cannot fully meet the development needs at this stage and the performance appraisal system needs to be optimized.D Software Company has entered the middle stage of development from the initial stage of its foundation,but the performance appraisal system of the company still follows the appraisal system of the Japanese parent company introduced at the initial stage.Through the study on the current performance appraisal system of D Software Company,we found that the implementation of its strategic objectives is not in place,the appraisal results are general and one-sided,the cycle is cumbersome and inefficient,and the salary adjustment based on the appraisal results will cause employee dissatisfaction.This thesis analyzes the relevant problems through interviews and questionnaires,and finds that the assessment objectives are not combined with the company's strategic objectives,the assessment method is single with vague indicators,the assessment cycle is unreasonably set,the evaluation communication is not in place and the application of assessment results is not comprehensive are the main reasons for the problems related to performance appraisal.Combined with the expectation theory and demand theory,applying performance appraisal principles,this thesis proposes optimization ideas and specific solution measures such as using balanced scorecard and strategic objectives as reference key performance indicators,and adjusting performance appraisal cycle against the actual business contract period of the company and Japanese annual plan,standardize performance appraisal communication and feedback process,and establish penalty measures of demotion and salary reduction by adding appraisal results in salary adjustment.Finally,on the basis of strengthening the training of performance appraisal related personnel,strengthen the performance appraisal management system to provide further guarantee for the smooth promotion of the optimized appraisal system.In practical application,the optimization of the performance appraisal system of Company D not only plays a positive role in promoting the company's own development,but also provides a certain reference for the improvement of the performance appraisal mode of the same type of enterprises.