Research On Performance Appraisal System For Employee In ZCTY Construction Company

The construction industry has always been one of the important pillar industries of China’s national economic development.According to statistics,the total output value of the national construction industry has reached 29307.9 billion yuan in 2021.At present,the economic operation has entered a new range,and the industry development is facing major adjustment and reform.In the face of many challenges,how to test the work quality and efficiency of employees,scientifically evaluate the work performance and measure the progress of strategic objectives has become a difficult problem for the company’s managers.The 360 degree appraisal method currently adopted by ZCTY construction company has been difficult to meet the development requirements of the times and industry in practice.The performance appraisal system is difficult to form an effective support for the development of the company,so it is urgent to do optimization research.First of all,we can fully understand the current situation of the company’s performance appraisal system based on the questionnaire and analysis of the employees’ participation in the current performance appraisal system,However,many problems have been exposed,mainly in the aspects of unclear assessment positioning,imperfect index system,lack of institutional mechanism and low employee participation.The main reasons are that the performance cultural atmosphere is not strong,the informatization degree of assessment methods is low,the level of assessment institutions is not enough,and the informatization construction is backward.Secondly,on the basis of determining the problems and causes,optimize the performance appraisal system of ZCTY construction company,and determine the design principles,preparations,design contents and optimization ideas.In the process of index extraction,the KPIs of the company’s management,middle-level managers and grass-roots employees are determined through internal consultation and inherited hierarchical processing.In the process of index screening and weight distribution,the hierarchical design idea was implemented,the company’s strategic objectives were inherited and decomposed,the weight was determined according to the percentage system,and the results were compared and evaluated after the implementation of the new system for a period of time.Finally,it puts forward the main guarantee measures for the operation of the performance appraisal system,including system guarantee,and establishes a number of systems around the performance appraisal system to ensure the orderly connection of all links;Awareness and concept guarantee,give play to the "baton" role of performance appraisal,motivate all employees and promote the improvement of enterprise management level;Organize personnel guarantee,let more employees participate in the performance appraisal process,improve the cultural identity of performance and stimulate employees’ work motivation;Technical support,improve the intelligent level of performance appraisal,save appraisal cost and improve appraisal efficiency.Through investigation and research,this paper aims to find the problems existing in the employee performance appraisal of ZCTY construction company,give scientific optimization suggestions according to the performance appraisal theory and combined with the characteristics of the industry,help ZCTY construction company employees strengthen performance management,cultivate excellent staff team,and provide methods for ZCTY construction company and companies in the same industry to improve the employee performance appraisal system.