| In the competition of Chinese enterprises,the standardized management of the talent market has become very important.The improvement of the performance and evaluation system can greatly improve the overall efficiency of our employees and enhance their own team execution,making Chinese enterprise management more effective.Therefore,the effective improvement of enterprise performance and evaluation system construction is undoubtedly the key to the sustainable development of enterprises.At present,many large enterprises in China still lack rich experience in the construction and management of internal performance management system assessment methods.Or,there are only enterprise performance system assessment schemes that adopt process management,and they do not attach importance to giving better play to the guiding role of internal staff incentive mechanism on the basis of organizational enthusiasm and internal execution,thus failing to achieve the role of comprehensively optimizing and improving enterprise management processes.In this thesis,330 employees in DY company were surveyed by questionnaires,and employees from different levels and positions were selected as samples to conduct interviews.After analyzing and comparing the results of the survey,I think that the problems of DY company’s performance appraisal system are as follows: Firstly,the performance appraisal system is not closely related to the company’s strategic objectives and can not serve the company’s strategic objectives well;secondly,the performance appraisal system is too thin and not full,not only lack of effective evaluation indicators,but also lack of quantitative and qualitative criteria for judging indicators;The latter is the failure to make full use of the assessment results,which makes the performance appraisal lose its due role and significance.In order to solve these problems,based on the current situation of DY company,this paper has done a lot of supplement and optimization work on the current performance appraisal system of DY company,hoping to tailor an effective performance appraisal system for DYcompany,in order to improve the human resources management level of the enterprise.Based on the company’s strategic objectives,the scheme extracts enterprise-level key performance indicators(enterprise-level KPI)through the method of key performance indicators,establishes department-level KPI according to enterprise-level KPI,establishes staff-level KPI according to department-level KPI,and extracts KPI as the realistic basis for formulating performance appraisal system.The performance appraisal system of DY company includes two parts: Department appraisal and staff appraisal.Departmental asse DYment can be divided into two categories: the assessment of production departments and the assessment of functional departments because of their different responsibilities and work contents.The production departments can be classified as production departments,quality control departments and technical departments,whose assessment indicators include performance indicators and comprehensive management indicators.Functional departments include management departments,finance departments and business departments,which are set up according to their post responsibilities.Assessment indicators.Employee assessment is divided into three parts: the assessment of ministerial level employees and ordinary employees.The assessment indicators of both include three parts: work performance,work ability and work attitude.Specifically,specific and different detailed indicators will be designed according to different employees’ post responsibilities and their corresponding different KPI.360 degree performance assessment method is used to assess the indicators that are not easy to quantify in employee assessment.To ensure that these assessment indicators can be evaluated more fairly and accurately.For determining the weight of assessment indicators,multiple weighting method and analytic hierarchy process are used for different types of assessment.Combining the above determined contents,a complete and effective performance appraisal form is formed.Finally,the implementation plan and safeguard measures of the performance appraisal system are formulated,so as to form an effective and feasible performance appraisal system.Through this study,we can see that in the performance appraisal,the pay KPI performance is the most important thing for employees.Only when an effective salary incentive system is established,this performance appraisal system is scientific.Therefore,it is of great economic and practical significance to discuss the optimal allocation of Chinese enterprise performance and assessment methods,which is also a challenge facing most enterprises. |
