The Research On The Performance Appraisal System Improvement For Employee In Vivo Hunan Company

In recent years,the mobile communication industry is facing unprecedented competitive pressure.The key to winning in the fierce competition is how to use resources of talents to improve personnel efficiency and organizational performance,so as to achieve organizational strategies and objectives.Building a perfect performance appraisal system in line with the current situation of the organization is one of the important links to improve the organization’s ability.Through performance management,we can connect and unify the objectives of employees and the organization,encourage employees to improve their ability and improve their work performance,help the organization check and adjust the operation in time,and finally achieve the achievement of the long-term organizational strategic objectives and the short-term performance objectives.This paper takes company of vivo in Hunan as the research object,using tools such as balanced scorecard and key performance indicator method,makes a comprehensive study on the actual operation of the performance appraisal system process of company of vivo in Hunan.This paper sorts out many problems in the original performance appraisal system,including inability to support the achievement of long-term strategies and short-term goals,unreasonable setting of employee appraisal indicators,unreasonable evaluation mechanism,incomplete guarantee of appraisal system,and insufficient application of appraisal results and so on.The reasons are that the implementation of assessment design is not implemented from the strategic level,the overall staff have insufficient understanding and limited ability of assessment,and the support of relevant management system is insufficient.Based on the position category and employee level,this paper improves the classified and hierarchical performance appraisal system: senior employees adopt the method of combining Balanced Scorecard and KPI,middle-level employees adopt the method of combining KPI and CPI,and grass-roots employees adopt the KPI method to realize differentiated assessment.The improved performance appraisal system optimizes the system and process,defines the responsibilities of each organization,determines the appraisal cycle and subject,and enriches the application of performance results.In the specific implementation plan of the improvement scheme,it also defines the steps of full staff publicity and implementation,trial operation and timely adjustment,continuous tracking and guidance of the branch,continuous improvement and optimization,and cooperates with the support of leaders,the improvement of human resources professional ability,the improvement of relevant functional systems and other safeguard measures.Through the improvement scheme design of the performance appraisal system,build a scientific and perfect performance appraisal system in line with the current situation of the organization,and focus on the implementation of the improvement scheme,so as to ensure that the improved performance appraisal system can truly and finally achieve the expected implementation effect,ensure the achievement of annual performance objectives,mobilize employees’ work enthusiasm and continuously improve employees’ competence,Finally,accelerate the process of organizational change and promote the realization of strategic objectives.