Research On The Optimization Of Performance Appraisal System Of L Company’s Engineering Supervisors

With the reduction of dividends in the construction industry,as one of the subdivisions of the construction industry,the supervision enterprises mainly engaged in human services are facing the situation of market contraction and intensified industry competition.With the deepening of the reform of "free management and service",the difficulty of obtaining qualification licenses in the construction industry has been reduced,the barriers to industry intervention have been reduced,and the competition among enterprises has become increasingly fierce.The service quality of enterprises affects contract renewal and industry reputation,and has an important impact on the survival of enterprises.Therefore,it is an inevitable trend to improve the service quality and work efficiency of supervisors by strengthening the internal control of management,thus improving the market competitiveness of enterprises.At the same time,with the reduction of newly developed projects in the construction market,the talent market has gathered a large number of employees,and the opening of the conditions for vocational qualification examination has reduced the recruitment difficulty of enterprises,providing more possibilities for the adjustment and optimization of enterprise personnel structure.At present,the supervision industry practitioners generally have low professional quality,low service quality and low work efficiency,and L Company also has these problems.In the past,most supervision enterprises relied on the industry dividend and human relations to rapidly expand the market.The human resources department spent a lot of energy on recruiting staff and maintaining the staffing of the project department,and did not pay attention to the optimization of staff performance appraisal and performance appraisal system.With the improvement of construction legislation,the saturation of the market,and the new requirements of the high-quality development stage,there are new requirements for the professional skills and comprehensive quality of employees.The past business philosophy and performance appraisal have no longer adapted to the development of the current market.This paper takes the engineering supervisors of L Company as the research object.According to the current phenomenon of strong resistance of employees’ performance appraisal and unsatisfactory performance results in L Company,combined with the literature research method,questionnaire survey method and interview method,the reasons for the above phenomenon are the lack of stable executive department,the lack of scientific indicator setting,and so on.Through the research of industry development and market trend,the BSC balanced scorecard is used to draw the blueprint of the enterprise strategy,which is condensed into the work tasks and performance indicators undertaken by the engineering department of the enterprise in the new development stage.The KPI key indicator method is used to decompose the performance indicators undertaken by the department into the tasks and indicators of the department members,and then the AHP analytic hierarchy process is used to achieve the rationality of the indicator setting and prevent logical errors,Finally,we will build a supporting performance appraisal system and safeguard measures based on the problems in the past.The purpose of this paper is to improve the service quality and work efficiency of the supervisors in the company,solve the existing performance evaluation problems of L company,supplement the gaps in department management and department management,and improve the business efficiency of the company and bring positive market benefit feedback.In order to achieve the orderly unity of enterprise strategy and employees’ work behavior,and mutual promotion and achievement between employees and enterprises.At the same time,in view of the lack of research on the performance appraisal of supervision enterprises,it provides some experience and ideas for the performance appraisal research in the industry.