Research On The Optimization Of Performance Evaluation For Core Staff CQ Pharmaceutical

With the development of Chinese economy and society and the improvement of material living standards,people pay more and more attention to personal physical and mental health,on the one hand,the pursuit of a healthy lifestyle,on the other hand,the awareness of timely medical treatment and medication,which also makes the demand for medicine continue to grow.In this context,the pharmaceutical industry has ushered in a phase of rapid development and renewal.For CQ Pharmaceuticals,a small and medium-sized pharmaceutical company,this is both an opportunity and a challenge.Small and medium-sized pharmaceutical enterprises of CQ Pharmaceuticals will inevitably encounter the competitive pressure of domestic and foreign large enterprises,how to find a suitable space for survival and development in the fierce market competition,it has become an important issue facing it.Performance appraisal,as an important part of human resource management,should be more and more the focus of human resource management reform in small and medium-sized pharmaceutical enterprises.This paper takes CQ Pharmaceuticals core staff performance appraisal as the research object,and by distributing 190 questionnaires and interviewing 35 employees,we analyze and conclude that CQ Pharmaceuticals core staff performance appraisal has the problems of single vague index setting,rigid appraisal cycle setting,lack of communication between performance appraiser and appraisee,and lack of incentive orientation of appraisal results.Through the study,it was concluded that the above problems were caused by the lack of attention at the company level,the lack of professional staff for performance appraisal,the lack of performance appraisal culture,and the inadequacy of relevant supporting mechanisms.Based on the above investigation and analysis,the optimization objectives,design ideas and principles of performance appraisal for core employees of CQ Pharmaceuticals were clarified,and the performance appraisal of core employees of CQ Pharmaceuticals was optimized,and in terms of performance appraisal indexes,the performance appraisal indexes of middle management,sales staff and production staff were optimized respectively;in terms of performance appraisal process optimization,the performance appraisal cycle and performance appraisal communication channels were optimized;in terms of performance appraisal results,the performance appraisal cycle and performance appraisal communication channels were optimized.In terms of performance appraisal process optimization,the performance appraisal cycle and performance appraisal communication channels were optimized;in terms of performance appraisal result application,salary adjustment and distribution,position promotion and career development,and personnel training and growth were optimized.According to the above optimization measures,the implementation process of core employee performance appraisal optimization of CQ Pharmaceuticals is clearly divided into the implementation phase,the tracking and coaching and feedback phase,and the improvement and optimization phase,and the implementation of core employee performance appraisal optimization is effectively guaranteed in terms of system,organization and culture.Through the study of CQ Pharmaceuticals’ core employee performance appraisal,this paper further optimizes CQ Pharmaceuticals’ core employee performance appraisal,which has a positive effect on the work motivation of core employees and the overall competitiveness of the company,hoping to bring experience and thoughts to enterprises of the same type and size.