XH Company Performance Appraisal System Optimization Research

Since 2022,under the influence of unexpected factors such as the COVID-19 pandemic in multiple aspects and changes in the international market,the operating costs of enterprises have risen and the market demand has shrunk.Especially for the small and medium-sized enterprises in printing industry,their survival and development are even more difficult.At the same time,with the arrival of knowledge-based economy and the intensification of market competition,more and more domestic enterprises have realized that human resources are the "first resource" of all enterprises.The development and expansion of a company is promoted by the joint efforts of each talent in the company.Only by perfecting the performance appraisal structure of the company can the company and the individual achieve a win-win situation.Taking XH company as an example,this thesis expounds the present situation of XH company and the present situation of human resources in line with the relevant theories of performance appraisal system.Through interviews and researches on selected managers and employees at various levels in some companies,and a questionnaire survey on 61% of the total number of employees of the company in question,we find that the main problems of XH Company’s current performance appraisal system are basically as follows: the low compatibility between the company’s development strategy and the performance appraisal system,the low scientific rationality of the indicators setting of the performance appraisal system,the sufficiency of fairness and justice in the implementation process of the performance appraisal,and the poor effect of the application of the performance appraisal results.Based on the analysis of the causes,the performance indicator method is used to extract the company’s key performance factors from the company’s development strategic objectives,and then the key performance factors of the company are decomposed to form the company’s performance indicator,the performance indicator and responsibilities of each department are further decomposed into department performance indicator,and the weights of the indicators are determined by the method of weight factor judgment table.The whole process of performance planning,performance implementation,performance feedback and application of performance results of performance appraisal system is optimized to ensure the smooth implementation of performance appraisal.Multi-subject assessment,multi-periodic cycle assessment,performance assessment feedback and clear application of assessment results,and corresponding guarantee in terms of organization,institution and culture etc,are provided for the same effect.Through the optimization of the performance appraisal system of XH Company,the company’s strategic goals of long-term development are closely linked with the department’s goals and personal expectations.Proper performance appraisal helps realize the scientific management of employees.Meanwhile,the department is driven to efficiently achieve the goals,and the company is finally promoted to achieve the current short-term goals and long-term strategic goals as well.The true formation of the management mode participated by all the staffs may help build a sense of participation and responsibility,comprehensively promote the initiative and work enthusiasm of employees,and work together for the long-term development of the company.The optimized performance appraisal system established in this thesis demonstrates certain feasibility and practicability,and provides a sample reference for the actual operation of XH company.