Research On Performance Appraisal Optimization Of HJ GYM Coach

With the implementation of the strategy of "Healthy China",the state has put forward the national fitness action,emphasizing that "sports is a healthy lifestyle",which highlights the significance of the strategy of helping a healthy China.At the same time,the national fitness wave has been set off in the society,with a wide variety of gyms emerging and the competition in the industry becoming increasingly fierce.Especially with the rapid development of Internet technology,online fitness is popular,traditional gyms are facing unprecedented challenges,so it is urgent to change the management mode.As the core human resources of gyms,fitness coaches play an important role.For gyms,how to retain core resources has become the primary task of operation and management.Performance appraisal,as an important link of coach management,is particularly important to optimize it.This paper takes HJ gym coach performance appraisal as the main research object,adopts statistical analysis,questionnaire survey,interview and other research methods,combined with the relevant theoretical knowledge of performance appraisal,in-depth discussion of the gym coach performance appraisal system.Firstly,statistical analysis is used to summarize and analyze the coach’s performance.Secondly,questionnaire survey is used to understand the coaches’ knowledge and recognition of performance appraisal.At the same time,according to the experts’ evaluation of performance appraisal,the implementation status of performance appraisal of gym coaches and the optimization ideas in the later stage are deeply analyzed.Thirdly,according to the previous survey results and expert evaluation results,the existing problems in coach performance appraisal are analyzed,and the causes are discussed.Finally,based on the problems and causes found in the research,the paper puts forward targeted optimization countermeasures.The research findings are as follows:(1)The performance appraisal of coaches in HJ Gym is mainly based on performance appraisal,which cannot fully reflect the actual work achievements and performance of coaches.The excessive emphasis on performance and the examination of financial indicators is easy to cause adverse competition among coaches and affect the unity and stability of the coach team.(2)The coach performance assessment implemented by HJ Gym lacks effective communication between managers and coaches and feedback of assessment results,which is not conducive to fully mobilizing the work enthusiasm of coaches,thus affecting the stable development of the gym.(3)HJ Gym has shortcomings in the application of coach performance appraisal results.It only takes the appraisal results as the basis for the monthly salary payment of coaches,and fails to give full play to the important role of performance appraisal results in coach training,position adjustment and career planning.Based on the above research findings,this paper determines the optimization objectives and optimization ideas according to the performance assessment status of HJ gym coaches,and puts forward optimization countermeasures in view of the existing problems,including resetting assessment indicators and calculating the weight of each new indicator,so as to achieve a comprehensive and reasonable assessment of coaches and truthfully reflect the daily working conditions and achievements of coaches.At the same time,improve the communication and feedback channels of performance appraisal,so that the gym manager and the assessed coach close contact,strengthen communication and exchange;It is also necessary to give full play to the role of performance appraisal results in salary incentive,job promotion,training and learning,growth planning and other aspects,so as to encourage coaches to learn from each other and finally achieve performance goals.