Research On The Optimization Of Performance Appraisal System Of BL Company’s Production Department

The vigorous development of market economy depends on the good operation and healthy development of enterprises.In recent years,the state has paid more and more attention to the sustainable development of enterprises,especially manufacturing industry.In this paper,through the research on the optimization of the performance appraisal system of the front-line employees in BL Company,a small and medium-sized private enterprise,we further discuss the related issues of performance appraisal,such as improving the production efficiency of the front-line enterprises,the enthusiasm of employees,and the attention of employees to their own growth needs attributes,so as to enrich the assessment of enterprise performance on the working ability of front-line employees.To a certain extent,it effectively meets the value demands of front-line employees for skills training,self-growth assessment and performance pay,indirectly alleviates the problem of high turnover rate of front-line employees,and provides an optimized theoretical scheme for the continuous improvement of BL enterprise performance appraisal at this stage.This paper introduces and analyzes the current situation of BL company’s production line performance appraisal through literature review,questionnaire survey,in-depth interviews and other methods,combined with the specific situation of BL company’s production line performance appraisal.This paper summarizes the problems of performance appraisal in the production line of enterprises at the present stage,and finds that there are the following problems: the employees in the production line of BL enterprises lack the basic understanding of the performance appraisal system;the performance appraisal objectives are single,the training time of employees is insufficient,and the turnover rate is high;the performance appraisal indicators and weights are unreasonable,and the basic evaluation of the overall ability of employees is lacking;Performance appraisal communication feedback is not in place,front-line employees can not get effective communication.Therefore,this paper focuses on the performance appraisal of front-line employees,uses objective management method and key performance indicators(KPI)to decompose enterprise production task indicators,and optimizes the decomposition of performance indicators from three parts of work performance,work attitude and work behavior;According to the guiding ideology of giving priority to solving the main contradictions in reality,the different characteristics of different positions in the production line are analyzed to find common key performance appraisal indicators that can be quantified.Using the analytic hierarchy process to assign weights to the indicators,and through the optimization of the assessment cycle,assessment standards,assessment grades and results application to improve the production line performance appraisal;combined with the performance appraisal of the whole working process of employees,the assessment weights,assessment standards optimization,assessment cycle,performance incentives,performance results feedback and other links are designed and improved.In order to ensure the effective implementation and good operation of performance appraisal,we should strengthen the training of employees in production,strengthen the management of internal organizational structure,improve the construction of performance system,and enhance the cultural exchange of enterprises to ensure the optimization of production line performance scheme.