Research On The Optimization Of Management Performance Appraisal System Of Company A

Talent is the most important resource for the development of an enterprise,especially excellent managers,which are the core competitiveness of the enterprise.Currently,the domestic chemical industry is facing unprecedented pressure and difficulties.Due to the special development background,historical changes,and special working environment of the chemical industry,the internal management system of the organization is not perfect,and the attraction for talents is low.Most chemical enterprises still adopt traditional management methods and lack a scientific and reasonable human resource management system.As the backbone and core of enterprise management,managers need effective performance management to improve enterprise management.Company A is a traditional private chemical enterprise,and the existing performance evaluation system still has some problems that hinder the sustainable development of the company.It is necessary to establish a performance evaluation system suitable for the development of the enterprise to adapt to the requirements of the times in the new environment.Therefore,this thesis studies the improvement of A company’s management performance appraisal system.This thesis first summarizes the theories and commonly used assessment methods related to the performance appraisal system,and grasps the theoretical basis related to performance appraisal.Secondly,a descriptive analysis of the current situation of management performance appraisal in Company A was conducted.Thirdly,the questionnaire survey method is used to analyze the management’s understanding of performance appraisal in Company A,and analyze the existing problems in current performance appraisal,such as unscientific organizational system of performance appraisal,lack of correlation between appraisal indicators and strategic objectives,incomplete feedback mechanism of performance appraisal,and insufficient use of performance appraisal results.Then,based on the existing problems in the original performance appraisal and the questionnaire survey,the balanced scorecard method and key indicator performance method were used to optimize the original manager performance appraisal system,standardize the process of the performance appraisal system,establish an improved performance appraisal index system,and focus on the feedback application of performance appraisal,establish a performance improvement mechanism and incentive mechanism.Finally,security measures are proposed to enhance high-level leaders’ attention to performance appraisal,strengthen the training of evaluation subjects,strengthen the integration of performance appraisal systems,and establish and improve incentive mechanisms.