Research On The Optimization Of Performance Appraisal System Of Hainan FL Company

With the drastic changes in the world economic structure,the rapid development of technological innovation in various fields,the impact of the epidemic situation in the century,the increasingly fierce market competition and the diversity of customer demand,domestic enterprises often face the complex external environment at home and abroad and the severe challenges of market economy.In order to enable enterprises to better base themselves on the changing market environment,make continuous progress and development,and improve their core competitiveness,company leaders are committed to seeking various scientific management tools to standardize and improve the company’s management.In the human resource management module,many enterprises have introduced the performance appraisal system and achieved certain results.However,due to the lack of professional knowledge of performance appraisal management and the lack of understanding of the relevance of its relevant modules,many problems have arisen in the actual performance appraisal process of the enterprise,such as the lack of a solid research basis for the design of the performance appraisal system,the selection of appraisal indicators that do not fully take into account the actual situation of the enterprise,the low level of employees’ awareness of the performance appraisal system,and the overall appraisal focusing on the results rather than the process,etc,These have become obstacles to effective human resource management,reasonable evaluation of talents,attracting talents and retaining talents.Based on the basic theory of performance appraisal,this paper selects Hainan FL Company as the research object to conduct in-depth research on the performance appraisal system of Hainan FL Company.Drawing on the research results of existing literature and theoretical methods,and relying on the field survey data,the problems of the performance appraisal system of Hainan FL Company were deeply dug out,such as: the performance appraisal index system was not formulated according to the enterprise’s strategic objectives,the performance appraisal index setting was unreasonable,the performance appraisal method was too single,the communication and feedback of performance appraisal was not smooth,and the application of performance appraisal results was not sufficient.Through interviews and questionnaires,it is found that the main reasons for the above problems in the performance appraisal system of Hainan FL Company are: insufficient understanding of the relationship between the performance appraisal indicators and the company’s strategic objectives,incomplete understanding of the performance appraisal indicator system,imperfect setting of performance appraisal methods,no two-way communication mechanism,and insufficient understanding of the role of performance appraisal results.Based on the above analysis of the problems and causes of performance appraisal of Hainan FL Company,how to reconstruct a more scientific,reasonable and effective performance appraisal system is the focus of this paper.Therefore,this paper starts from the optimized design idea,and uses the Balanced Score Card and Key Performance Indicator method,two comprehensive performance management tools,in combination with the company’s strategic objectives,The performance appraisal indicators are decomposed and reset at different levels.The evaluation indicators are divided into three levels:company level,department level and employee level,which are optimized from the work requirements and contents of the four different stages of performance evaluation,namely,performance planning stage,performance evaluation stage,performance feedback stage,and performance result application stage,so as to thoroughly solve the problems and deficiencies in the enterprise performance evaluation process.Finally,establish and improve the relevant security system from the aspects of organizational security,information security and cultural security to ensure that the optimization scheme of the performance appraisal system can be effective,and then form a set of scientific and reasonable performance appraisal system suitable for the actual situation of the enterprise,so as to realize the virtuous circle operation of continuous improvement of employees and promotion of the realization of enterprise strategic objectives.