Research On The Optimization Of Performance Appraisal Of Business Personnel In N Department Store

In our daily consumption,the retail department store industry plays an important role.The retail industry has always played a vital role in my country’s economic development.With the rapid development of economy and society and the continuous maturity of Internet technology,people’s lifestyles are undergoing tremendous changes.The outbreak of the new crown epidemic since 2020 has brought heavy losses to the retail industry.Under the huge impact of the traditional department store retail industry,sales have continued to decline.According to the statistics of the China Department Store Business Association,in the first half of 2020,retail units above designated size were on sale by format.,department store sales fell 23.6%.Among the 43 A-share listed companies in Shanghai and Shenzhen,which are mainly in the department store format,revenue fell by 44% year-on-year,and net profit fell by 77%.At the critical moment of the strategic transformation of the retail department store industry’s innovation and transformation,business personnel engaged in product development,operation and management play an important role.Therefore,for the attraction and retention of business talents in retail department stores,establishing a performance appraisal system that matches business personnel,and doing a good job in incentive and development are the top priorities.The study found that the performance appraisal of retail department stores,especially the business There are certain problems in the performance appraisal of personnel in the setting of appraisal indicators,the application of appraisal methods,and the motivation of appraisal results.Existing academic research shows that scholars have conducted more research on performance appraisal in industries such as state-owned enterprises,high-tech industries,and financial industries,and paid less attention to the retail department store industry.even less.This paper takes N retail department store as the research object and the business personnel as the research subject.Starting from the optimization of the performance appraisal system,combined with the current social background of the development of domestic retail department stores,this paper summarizes and analyzes the current research status of domestic and foreign research on enterprise employee performance appraisal,using fairness theory,Expectation theory and Maslow’s demand theory related theories and key performance indicators method,balanced scorecard and 360-degree performance evaluation method related performance assessment methods to analyze the business personnel of N retail department store,through questionnaires and interviews,the survey The data is further studied,the problems existing in the performance appraisal of the business personnel of N retail department store are analyzed,and the optimization strategy and safeguard measures are put forward in combination with the development goal of N retail department store.Through research,it is found that the problems existing in the performance appraisal of business personnel in N retail department stores mainly include: the direction of performance appraisal does not match the company’s development strategy;the performance appraisal indicators are not scientific enough;the performance appraisal cycle is not flexible enough;the application of performance appraisal results is not comprehensive enough,and the performance appraisal It is limited to material incentives and lacks the association of job promotion and the improvement of personal ability.The reasons for these problems include that performance appraisal cannot keep up with the pace of the company’s strategic development,the company does not pay enough attention to employee development,the performance appraisal lacks a guarantee system,and the performance appraisal system lacks foresight.In response to the above problems,according to the strategic goals of N retail department stores,the principles of fairness,fairness,openness and effective incentives,the principles of correctness and science,and the principles of feedback and improvement,the performance evaluation indicators have been optimized.By referring to domestic retail department stores in the same industry On the basis of the performance appraisal index system of business personnel,comprehensively referring to various assessment methods such as KPI key performance indicator method and balanced integral method,the performance assessment indicators are optimized,and the AHP method is used to determine the weight of business personnel performance assessment indicators to optimize The design of the performance appraisal cycle and the application of the results of the performance appraisal indicators,including distinguishing different appraisal types,scientifically setting the appraisal indicators;reasonable setting of the performance appraisal period,timely reward and incentives;effective combination of organizational performance and individual performance,and optimal design of the application of appraisal results.Finally,the guarantee measures for the implementation of the performance appraisal system are put forward,and the operating environment guarantee,institutional guarantee and capital guarantee are continuously strengthened to further improve the performance appraisal system.