Research On Optimization Of Employee Performance Appraisal System Of Z Company

To adapt to the fierce market competition environment,geological prospecting units are also accelerating the reform of enterprise under the guidance of national policies.The influence of the market environment and the development of the company,from the institution of performance appraisal system,already cannot meet the requirements of the geological prospecting unit enterprise development,especially for the current professional technical services as the core competitiveness of the geological exploration units,more need to adopt scientific and reasonable,operational performance appraisal system in can effectively motivate employees,maximize the optimization of human resources,improve enterprise core competitiveness,to efficiently and accurately complete the established strategic objectives.Based on relevant theories and methods such as performance appraisal and process incentive theory,this article takes employees of Lanzhou Branch of Z Company as the research object,analyzes the current status of the performance appraisal system of employees of Lanzhou Branch of Z Company,and further analyzes the problems and causes of the current performance appraisal system of the branch through questionnaire and interview methods,Including the main problems such as the weak connection between the performance appraisal system and the company’s strategy,unscientific performance appraisal methods,excessively one-sided setting of performance appraisal indicators,incomplete performance appraisal processes,unreasonable performance appraisal cycles,and single application of performance appraisal results;Then,based on the general situation of the branch company and the work content of the employees,the job responsibilities of the employees are sorted out,and the key performance indicator method,360 degree evaluation feedback method,and Delphi method are used to optimize and design the evaluation methods,indicators,and indicator weights of the current performance appraisal system.At the same time,the evaluation process,cycle,and application of the evaluation results of the current performance appraisal system are supplemented and improved to solve the problems existing in the current performance appraisal system,Develop a performance appraisal system suitable for the actual situation of employees in Lanzhou Branch of Z Company;Finally,aiming at the possible psychological drawbacks and obstacles in the implementation of the optimized performance appraisal system,a series of safeguard measures are proposed from the aspects of company organization,culture,system,technology,etc.to ensure the smooth implementation of the optimized performance appraisal system.