Research On The Optimization Of Grass-roots Employee Performance Appraisal In The Parts Branch Of SZ Group

Employee performance appraisal plays a very important role in the development of enterprises.SZ Group is a state-owned enterprise with a large scale and deeply affected by the system.There are common problems in employee performance appraisal in state-owned enterprises,and there is a lack of research on grass-roots employee performance appraisal.Therefore,the author selects the Parts Branch of SZ Group as the research object,analyzes the current situation and problems in the performance appraisal of grass-roots employees in the branch,and analyzes the reasons.Based on this,the author constructs the performance appraisal system for grass-roots employees in the Parts Branch of SZ Group,hoping to improve the performance appraisal management level of grass-roots employees in the Parts Branch of SZ Group,and provide protection for the Parts Branch of SZ Group to achieve strategic goals.This article introduces the research background and importance,analyzes the current situation of performance appraisal systems at home and abroad,expounds the research methods and specific research content,the basic concepts and methods of performance appraisal,and provides the relevant theoretical basis.Secondly,it briefly introduces the basic situation of the Parts Branch of SZ Group and the current situation of the performance appraisal system for grass-roots employees in the Parts Branch of SZ Group.Based on the analysis of survey questionnaire and performance interview results,the problems in performance evaluation include unclear goals for assessing grassroots employees,unscientific setting of assessment indicators,untimely feedback on assessment,disconnection between assessment results and rewards and punishment,and low satisfaction with assessment results among grassroots employees.The main reasons for the problems include an incomplete performance appraisal system,inadequate supervision and inspection to establish a performance-oriented corporate culture,performance appraisal personnel lack of professional literacy,and incomplete communication mechanisms.Specific strategies are proposed by clarifying performance evaluation objectives,scientifically and reasonably setting evaluation indicators,improving performance interview and communication mechanisms,establishing effective linkage mechanisms between performance evaluation and compensation,and enhancing grassroots employee participation.The use of key performance indicators and the balanced scorecard method to develop a performance appraisal optimization plan for grassroots employees in the Parts Branch of SZ Group has improved the competitiveness of the Parts Branch of SZ Group.To ensure the smooth implementation of the plan from the company’s macroeconomic perspective,and meet the existing needs of the company’s human resources management,the new plan will enhance the enthusiasm of employees,motivate employees to improve their skills,and ultimately achieve the company’s strategic goals.