Research On The Construction Of Performance Appraisal System For Employees In Private Enterprise

Entering the 21 st century represents the formal entry of the information age.When enterprises enhance value and create shareholder wealth,they should not only pay attention to financial indicators,but also consider all stakeholders.In the information environment of big data,relying solely on past data indicators can not meet the development requirements of today’s enterprises.The traditional performance appraisal method only evaluates financial indicators.With the development and expansion of private enterprises in China,adopting the past performance appraisal method is not conducive to the long-term development of enterprises.A more reasonable new performance appraisal system should be adopted according to the situation of enterprises.In the writing of this paper,first of all,it discusses the research background,significance,research ideas,research methods,paper structure and so on.Secondly,it introduces the definition of concept and related theoretical basis.It expounds the basic connotation of performance and performance appraisal,and explains the application of the theory of stakeholders involved in the paper.Then,it discusses the performance prism model in detail,analyzes the performance evaluation methods involved in the paper,and points out the advantages and disadvantages of these methods.After that,it analyzes the current situation and existing problems of S company’s performance appraisal.Through a brief description of the basic situation of S company,and from the aspects of performance assessment content,assessment process and assessment standard,the defects in performance assessment of S company are found,and the necessity of building performance assessment system of S company is pointed out.Then,the performance appraisal system of S company is constructed based on the performance prism model.This paper focuses on the design ideas and principles of the construction of S company’s performance appraisal system.According to the principle of index selection and the design idea of the index system,taking the five dimensions of the performance prism model from stakeholder contribution,stakeholder satisfaction,strategy,process and ability as the standard level,through comprehensive consideration of all stakeholders,53 appraisal indexes are determined,and AHP method is used to calculate the weight of indicators at all levels.In combination with the above analysis,the performance appraisal system of S company is applied,and the specific application of performance appraisal indicators of S company is mainly elaborated,including the content of performance appraisal indicators,the scoring of performance appraisal indicators,the application of performance appraisal and the analysis of results.After that,it puts forward the safeguard measures for the implementation of S company’s employee performance appraisal system,and discusses the key points and implementation steps of S company’s employee performance appraisal system and the safeguard measures in the implementation process.Finally,the research results are summarized and summarized.From many angles,this paper summarizes the research content of the paper,and puts forward the shortcomings of the paper and the future development trend,hoping to provide reference for the performance appraisal of employees in private enterprises.From the perspective of private enterprises,this thesis investigates and studies the current situation and problems of S Company’s performance appraisal system,focusing on organically linking financial indicators with non-financial indicators;Using the five aspects of the performance prism model,this paper comprehensively evaluated the performance of S Company,studied the performance of S Company,and proposed the direction for improvement,hoping to provide a reference for the performance appraisal of employees in private enterprises.