Research On Optimization Scheme Of Performance Appraisal Of Warehouse Department Of SX Company

Performance appraisal has always been a key tool for managers to manage the company,the main basis for measuring the company’s executive ability,an important means for the company to achieve the goal and explore problems,and an important process for distributing benefits and promoting growth.Performance is the only benefit,so for any organization,performance is an inescapable topic.For the whole organization,everyone has an important performance to rely on to promote the growth of the organization,especially for the company,each department can determine the interests of the company.The company must pay enough attention to the performance of departments bordering the company to improve its strategic policy,enhance the company’s overall credibility,especially for the performance assessment of warehousing.Founded in 1992,SX is a typical metal food packaging company,offering semi-finished products,finished cans,and finished LIDS.The company has the general manager office,personnel department,Marketing Department,logistics management department,Finance department,supply chain,quality control Department and two production plants,color printing factory and can factory;Among them,the warehousing section is a branch organization under the logistics management Department.Because the company does not pay enough attention to the warehousing department,the performance appraisal model of the warehousing department has never been updated.With the development of enterprises,the internal business of the warehousing department also presents a complex form.The original performance appraisal mechanism presents many problems for the current business of the Warehousing Department.For example,the current performance appraisal index design has a low degree of compatibility with the position,the content of performance appraisal is not comprehensive,the accuracy of performance appraisal results is not high,the performance appraisal cycle is not reasonable,and the application of performance appraisal results is relatively simple.The problems existing in the performance appraisal of the warehousing department of SX Company are mainly caused by the following reasons.First,the plan makers did not update the performance assessment in time and copied the previous historical assessment plan according to experience,which resulted in the failure to fit in with the current work content of the warehousing department and made the assessment content mere formality.Second,the business process was not subdivided when the plan was formulated,resulting in the current assessment content is not comprehensive.Third,the lack of human resources to implement the appraisal program leads to insufficient performance appraisal supervision and inaccurate appraisal results.Fourthly,the assessment plan does not have a complete assessment management process,resulting in unreasonable performance assessment cycle and simple application of performance results.In view of the causes of the current performance appraisal status of the warehousing Department of SX Company,SX Company combined with the actual work of the warehousing department to optimize from the following aspects.First,the optimization of performance appraisal content.The key index method is used to extract performance appraisal indicators from the company level,decompose them at various levels,and implement them to each position of the warehousing department.On this basis,the key index method is combined with the responsibilities of each position,and the weight of each indicator is assigned by the analytic hierarchy process to build the performance appraisal index of the warehousing department with high compatibility.Second,for the optimization of performance assessment personnel,the implementation of two-person assessment assessment,eliminate the assessment deviation caused by subjective assessment,so that the assessment data collection is closer to the reality;In addition,the implementation of two-person assessment can not only supervise and restrict each other,but also make the performance assessment conform to the actual situation and comprehensiveness.Thirdly,for the optimization of the performance appraisal process,firstly,the performance appraisal cycle should be optimized to match the appraisal cycle reasonably with specific positions;secondly,the performance appraisal communication and feedback process should be optimized to solve the problem that the appraisal results are not in line with the reality;finally,the application of the appraisal results should be optimized to improve employees’ recognition of the appraisal.Make performance appraisal become an important way for managers to manage departments.In order to ensure the smooth implementation of the optimized performance appraisal and give full play to its role,the optimized performance appraisal must be guaranteed by the organization,form a supervision and feedback mechanism,and cultivate a good performance appraisal culture atmosphere within the company,so that people can recognize that performance appraisal is conducive to the development of themselves and the company,and finally integrate performance appraisal into the company in the form of a system.Form a sound development.Finally,the implementation of performance assessment and improvement through organizational training provides reasonable guarantee for further improvement.