Research On The Optimization Of Project Management Staff Performance Appraisal System Of Company F

Project management is an important part of enterprise management and an important influencing factor of enterprise development level.The improvement of enterprise project management level cannot be separated from the initiative of project managers,and the performance evaluation of project managers is an important factor affecting the initiative of project managers.How to assess the performance level of project managers scientifically,reasonably and accurately not only helps to measure the performance level of project managers,stimulate the enthusiasm of employees,but also helps enterprises improve their own operation and management level.This thesis takes Company F as a case to discuss the performance appraisal system of its project managers.By discussing the optimization of Company F’s performance appraisal system,on one hand,it will help expand the enterprise performance appraisal theory and performance management theory,and further enrich the enterprise human resource management theory.On the other hand,it is helpful to improve the performance appraisal system of Company F,so as to promote Company F to effectively control costs,manage risks and improve project results,and promote Company F to systematically plan,organize and execute a series of work to maximize resources and achieve its specific performance objectives;In addition,the design of an operational performance appraisal system that conforms to the actual situation of Company F can provide reference for other enterprises in the medical device industry.To be specific:Firstly,from the overall situation of performance appraisal,the work analysis of project managers,performance appraisal indicators and standards,performance appraisal methods,and performance appraisal results,the current situation of performance appraisal of project managers in Company F should be analyzed.It is found that the current performance appraisal system of the project managers of Company F has problems such as the disconnection between the performance appraisal and the enterprise’s strategic objectives,the unreasonable setting of performance appraisal indicators,the imperfect feedback mechanism of performance appraisal,and the insufficient effectiveness of the application of performance appraisal results;The reasons for the above problems are as follows: lack of understanding of performance appraisal,inadequate design of performance appraisal system and unclear organizational responsibilities of performance appraisal.Secondly,under the guidance of the objectives and principles of the performance appraisal system,this thesis designs the performance appraisal system optimization scheme for the project managers of Company F.Firstly,define the strategic objectives of Company F.Secondly,the key performance indicator method(KPI)and the balanced scorecard(BSC)are used to build the performance appraisal index system of project managers from the four dimensions of finance,internal process,customer,growth and learning.Thirdly,it is pointed out that performance interviews should be organized in the performance appraisal system of project management personnel of Company F.Finally,implement differentiated and diversified performance appraisal results application scenarios from three aspects:strengthening punishment on performance pay,applying performance appraisal results to honor awards,and applying performance appraisal results to employee training.Thirdly,put forward the guarantee measures for the effective implementation of the performance appraisal system for project managers from the four levels of organization,system,technology and personnel.At the organizational security level,it is suggested to establish a performance appraisal committee and establish a performance-oriented corporate culture;At the level of system guarantee,establish and improve the multi-scenario application system of performance appraisal results and the performance appraisal appeal mechanism;At the level of technical support,it is necessary to establish an information-based performance evaluation platform;At the level of personnel security,we should start from strengthening the assessment skills training for the examiners and organizing the examinees to participate in the special lectures on performance appraisal.