Research On The Optimization Of Performance Evaluation Of Zhongnan Surveying And Research Institute With Balanced Scorecard

With the sharp shrinking of domestic hydropower resources and the increasingly fierce market competition,the rapid development trend of the hydropower survey and design industry has been pressed the pause button,and the state has also put forward new requirements for hydropower survey and design enterprises.Although there will be many difficulties in the development process of forced transformation and upgrading,if the adjustment is not made in time,it will bring survival problems to the enterprises whose main business is survey and design,such as the Central South Institute.The key to enhancing comprehensive strength.The current 360-Degree Performance Evaluation Method of the Central South Institute has no obvious strategic orientation,and focuses on the assessment of qualitative indicators such as political quality and professional quality.Through the integration of the Balanced Scorecard,the corporate strategy is decomposed into the daily behavior of employees layer by layer,the performance evaluation indicators are quantified,and the corporate strategy is realized.First of all,the article systematically sorts out the research results of scholars from three aspects: the tools and methods of enterprise performance evaluation and strategy-oriented performance evaluation tools,the particularity of performance evaluation of survey and design enterprises,project management and its performance evaluation.Then,on this basis,the industry characteristics of the performance evaluation of all employees in survey and design enterprises are summarized,and the application of the performance evaluation of all employees in survey and design enterprises integrated into the balanced scorecard is guided by strategic management theory,incentive theory,and stakeholder theory.Argument with advantage.Secondly,it briefly introduces the current performance evaluation system of Zhongnan Institute,and points out the problems existing in the current performance evaluation system based on the questionnaire,such as the evaluation indicators are not closely integrated with the strategic goals,the lack of employee participation in the performance planning process,and the formalization of the performance evaluation process.Severe,lack of information exchange in the performance feedback link,and briefly analyzed the causes of the problem from four aspects: strategic,comprehensive,evidence-based and lack of full staff.Thirdly,it demonstrates the optimization plan for the performance evaluation of all staff of the Central South Institute with the balanced scorecard on the basis of retaining the original 360-Degree Performance Evaluation Method of the Zhongnan Institute.And from the three levels of company,department,and employees,the performance evaluation indicators of Zhongnan Institute integrated into the balanced scorecard were designed.Finally,it puts forward safeguard measures from four aspects: enhancing the transparency of performance evaluation,making full use of the results of performance evaluation,strengthening the supervision and guidance of the performance evaluation team to the evaluation process,and establishing a perfect feedback mechanism for performance evaluation results.The main contribution of the article is that,in the current 360-Degree Performance Evaluation Method of the Central South Institute,the balanced scorecard tool is integrated,and the strategic executable evaluation index is added,and it is implemented to all staff by levels and weights,thus realizing the real full-staff performance.Evaluation.This research can provide optimization ideas for the performance evaluation of project-based survey and design enterprises.