Research On Optimization Of Network Anchor Performance Appraisal System Of JZ Film And Television Company

Driven by network technology and entertainment demand,webcast has sprouted and developed rapidly.As an important group in the era of webcast,network anchors have sprung up,and this group is becoming larger and larger.In the webcast market dominated by traffic,this group is almost the main source of income for many webcast companies.The stability of this group is very important for many webcast companies.These distinctive characteristics of network anchor groups pose new challenges to the performance management of network live broadcasting companies.At present,the enthusiasm of the network anchor of JZ film and television company is suppressed due to the problems existing in the performance appraisal system,and even slackening and resignation will bring huge problems to the normal management and operation of the company,which has had a certain impact on the daily live broadcasting service of JZ film and television company.How to continuously improve the performance of network anchor of JZ film and television company and enhance the work enthusiasm of network anchor of JZ film and television company has become an urgent work of JZ film and television company.Based on the relevant concepts,theories,methods and tools of performance appraisal,this paper first introduces JZ film and television company and network anchor group,and analyzes the current situation of network anchor performance appraisal system of JZ film and television company from four aspects: appraisal content,subject,cycle and implementation process;Then,with the help of questionnaire survey and in-depth interview,this paper investigates the current situation of network anchor performance appraisal system of JZ film and television company,and finds out the problems and causes of network anchor performance appraisal of JZ film and television company.Then,on the basis of clarifying the performance appraisal problems,this paper formulates the specific measures to optimize the network anchor performance appraisal system of JZ film and television company,and compares and analyzes the contents before and after the optimization of the network anchor performance appraisal system of JZ film and television company.Finally,in order to better ensure the implementation of this scheme,the paper also puts forward corresponding guarantee measures from four aspects: enhancing the attention of leaders,training the examinees,perfecting the supporting system of performance appraisal and creating a positive cultural atmosphere of performance appraisal.The research of this paper believes that unreasonable assessment indicators,incomplete assessment subjects,too short assessment cycle,easy to affect daily work and performance assessment process,and inadequate control are the main problems existing in the current network anchor performance assessment system of JZ film and television company.The management does not pay attention to the performance assessment,and the examinees have a deviation in their understanding of performance assessment The lack of performance appraisal supporting system and the need to strengthen performance appraisal culture are the reasons for these problems.In view of the main problems existing in the current network anchor performance appraisal system of JZ film and television company,this paper puts forward specific optimization measures from four aspects: scientifically designing the performance appraisal content,perfecting the performance appraisal subject,optimizing the performance appraisal cycle and strengthening the management and control of the performance appraisal process.The optimized network anchor performance appraisal system of JZ film and television company solves the deficiencies and disadvantages in the current network anchor performance appraisal of JZ film and television company to a certain extent,which shows that the optimized network anchor performance appraisal system of JZ film and television company is relatively reasonable compared with the original performance appraisal system.