Research On Optimization Of Performance Appraisal System For Grassroots Employees Of Y Construction Company

With the rapid development of China’s economy and the deepening reform of the construction industry,construction labor subcontracting enterprises,as a basic component of construction enterprises,are facing great opportunities and challenges of strategic transformation.In order to stand in the fierce competitive market environment,it is necessary to strengthen the core competitiveness of the company.Performance appraisal is an important part of human resource management,and an optimized and effective performance appraisal system plays a pivotal role in the development of an enterprise,which is an important means to urge employees to work hard and is the main indicator to measure the merits of the enterprise management system.This paper selects the performance appraisal system of front-line employees of Y construction company as the research object based on the reference of domestic and foreign performance appraisal system research.Firstly,the concepts and theories related to performance appraisal are sorted out and the existing performance appraisal methods are summarized.Secondly,the overview of Y construction company and the current situation of the performance appraisal system of front-line employees in this company were introduced.Again,using the questionnaire survey method and interview survey method,we analyzed the problems that the performance appraisal plan is not scientific enough,the elements and standards of performance appraisal are not reasonable enough,the implementation of performance appraisal is not effective enough,the feedback of performance appraisal is not perfect enough and the application of performance appraisal results is not comprehensive enough in the performance appraisal work of front-line employees in Y construction company.Next,the optimization design of the performance appraisal system for front-line employees of Y construction company was carried out.In the process of optimization,various performance appraisal methods and tools were used as guidance,and the management by objectives(MBO)method was applied to guide the company’s strategic transformation positioning and goals;the key performance indicator appraisal method(KPI)was applied to quantify different performance appraisal indexes;the weight factor judgment method was applied to design index weights,and a total of first-line employee performance appraisal plan,first-line employee performance appraisal indexes,first-line employee performance coaching,first-line employee performance coaching,first-line employee performance coaching,and first-line employee performance coaching were designed,A total of five aspects of optimization are designed: first-line employee performance appraisal plan,first-line employee performance appraisal index,first-line employee performance counseling,first-line employee performance feedback mechanism and application of first-line employee performance appraisal results.Finally,four safeguards are proposed in terms of system,personnel,technology and funds to ensure the smooth implementation of the new first-line employee performance appraisal system of Y construction company.This paper solves the current problems of Y construction company in the performance appraisal of front-line employees,which is important to improve the organizational performance of Y construction company and realize the strategic transformation of the company,and can provide some reference for the performance appraisal work of other construction companies.