Research On Optimization Of Performance Appraisal Program For DC Aviation Technical Employee

With the rapid development of China’s civil aviation industry,airlines are competing more and more fiercely in the market and have to improve their competitiveness in order to survive and develop.Excellent employees are the core strength of airline operation and development,and are the guarantee of high quality development of the enterprise,so a good employee performance appraisal can effectively stimulate the work potential of employees.In particular,the key part of technical staff performance appraisal is to improve the scientific and reasonable technical staff performance appraisal program,which is crucial to the airline’s development to achieve strategic goals and improve management level.However,there are still many shortcomings in the current performance appraisal program of technical employees in DC airlines,which has a great impact on the development of the enterprise.Based on the theory of performance appraisal,this project takes the performance appraisal scheme of technical employees of DC Airline as the research object,and finds out the problems of the existing performance appraisal scheme of technical employees of DC Airline and the reasons for the problems through questionnaire survey and data analysis.Then,combining the advantages and disadvantages of KPI appraisal method and 360° appraisal method,a new performance appraisal scheme for technical staff was designed.In the new performance appraisal scheme,firstly,the enterprise strategic objectives and departmental work objectives were penetrated and decomposed to specific technical work positions to form indicators(Class I indicators);secondly,by organizing an expert group,performance indicators of job responsibilities were formulated from job responsibilities(II-type indicators);finally,by setting up special task-type indicators(III-type indicators)and employee behavior indicators(IV-type indicators).The KPI assessment method is adopted for the first three categories of indicators,and the index calculation formula and assessment criteria are clearly defined and fully quantified.The 360° appraisal method is adopted for the IV category of employee behavior ability indicators.Then,on this basis,the existing performance appraisal scheme for technical employees of DC Airline was optimized and designed,and the steps of performance appraisal optimization design were given in detail.In addition,for the implementation of the optimized performance appraisal plan of DC Airline,the guarantee measures for the promotion of the optimized performance appraisal plan are given from two levels: institutional guarantee and organizational guarantee.