| Iron and steel industry is an important symbol to measure a country’s economic level and comprehensive national strength.In recent years,the steel industry has faced a series of severe challenges such as supply-side structural reform,COVID-19 epidemic,green and sustainable development,and anti-economic globalization.In the future,the competition among steel enterprises will turn from cost competition to comprehensive strength competition.A scientific and reasonable performance appraisal system can fully mobilize the enthusiasm of employees and give play to their value.At the same time,it can also improve the working efficiency of the company,so as to maximize the economic benefits of the company and enhance its comprehensive strength.Relying on its resources,talents,technology and product brand advantages,D Steel Company has built a differentiated advantage compared with other steel enterprises in the field of vanadium and titanium product production in China with excellent market performance.Although the company has established a performance appraisal system,but affected by the traditional personnel management concepts and management methods of state-owned enterprises,its performance appraisal system still has room for improvement.Due to the lack of scientific guidance,the problems existing in the process of establishing and implementing the employee performance appraisal system can’t be solved in time,which has hindered the development of enterprises and the growth of employees.This academic dissertation takes D Steel Company as the research object and aims to improve the existing performance appraisal system.First of all,to study and finishing of the performance review relevant literature,through the methods of questionnaire investigation,interview investigation,understanding staff performance appraisal status quo,to clear the main problems and performance goals are not clear,single performance appraisal subject,appraisal index is not sound,lack of effective communication and application results,lay a foundation for the reasonable performance appraisal system optimization;Secondly,SWOT analysis was used to analyze D Steel company’s own development advantages and disadvantages,external opportunities and challenges,so as to determine the company’s development strategic goals;Again,the use of the balanced scorecard,key performance indicators,such as performance management tool,through the financial,customer,internal process,learning strategic target decomposition,four different dimensions to determine the corporate level,departmental key performance indicators,and to the production planning department as an example,combining with the employee’s responsibility,to extract the key performance indicators staff,attitude ability indicators,Using the analytic hierarchy process to complete the weight design of each index;Then,the corresponding solutions are put forward in the aspects of index evaluation standard,performance appraisal process,result application and implementation communication.Finally,from the organization,system,culture,technology four aspects to optimize the implementation of the safeguard measures.Through the research of this academic dissertation,combined with a variety of theoretical knowledge,the company’s performance appraisal system is optimized and designed,which improves the overall performance management level of D Steel company and adds internal circulation power to the enterprise.At the same time,the research results and research process of this academic dissertation also have a certain reference for similar enterprises. |
