A Study On The Improvement Of Production Department Staff Performance Appraisal Scheme Of GA Company

GA company is a foreign-funded cryogenic machinery manufacturing enterprise.It has built a factory in China for more than 8 years,and its sales volume has increased rapidly from 10 million yuan(RMB)to 350 million yuan(RMB).With the development of ultra-low temperature industry in recent years,the number of competitors has gradually increased,and the market competition has become increasingly fierce.There has also been an exodus of technical staff.At this period,the drawbacks of GA Company’s previous performance appraisal program also gradually emerged,such as high production cost,low worker efficiency,increasing product quality and after-sales complaints,reduced enthusiasm of production employees,poor communication efficiency between the upper and lower levels of the workshop,and high dimission rate of experienced production employees.First,I have looked up a lot of performance management related literature,the current performance appraisal methods of relevant enterprises at home and abroad are understood.At the same time,through the questionnaire survey of GA workshop employees,it is found that there are some problems in the current performance appraisal program of GA production department,such as simple appraisal program,unclear appraisal purpose and non-standard appraisal method.It was found that the company’s management did not pay enough attention to performance management,was not clear about the previous performance management status of the company,and did not consider the needs of individual,department and company development when formulating KPI.Secondly,the employee performance appraisal scheme of the production department of GA Company is relatively simple and not comprehensive and systematic.The salary structure based on post hourly salary is implemented,that is,basic salary + overtime pay + monthly bonus and punishment + annual bonus.Due to the lack of a comprehensive performance appraisal program,performance appraisal is useless,resulting in a small monthly score gap between employees,which leads to the income gap between employees and cannot truly reflect the performance gap between employees in terms of ability,work efficiency,work attitude and other performance.In this paper,the production department of GA is taken as the research object,the key performance indicator table method(KPI)is taken as the guiding ideology of the optimization of the performance appraisal program.Through questionnaires,conversations,statistical data analysis and other methods,many problems in the previous performance appraisal program are found,and these problems are analyzed accordingly,and a new performance improvement program is preliminarily formulated.After the implementation of the new performance appraisal program for a period of time,the phased achievements have been achieved,and the enthusiasm of production employees has been fully mobilized,forming a benign competitive atmosphere.