Research On The Optimization Of Performance Appraisal System Of Management Personnel In N Company

At a time when China is deepening its reform of state-owned enterprises,the guiding factor in the implementation of management and operational behaviour is performance,and all activities of the enterprise need to increase performance as an objective.Therefore,for companies carrying out business management activities,assessing performance has become a key aspect that must be focused on and a core element that must be considered.With the goal of sustainable development,Company N needs to actively explore ways to complete the task of market transformation,and whether the Technology Development Department,which is regarded as the core department of Company N,can be better developed will have an impact on whether the company can achieve its long-term development goals.However,in the process of market transformation,the current performance appraisal system of the Technology Development Department of Company N no longer fits the current development of the company.Therefore,with the scientific improvement and reasonable optimisation of the performance appraisal index,it can play a role in motivating the management staff and ensuring that Company N in the context of market transformation can find the right direction of reform.This paper focuses on Company N,details the current development of the technology development department and discusses the performance assessment of the current management of the technology development department.After combining the characteristics of personnel and sorting out the interview results,the problems in the performance evaluation and the causes of the problems are explored.At the same time,the balanced scorecard is used to systematically sort out the strategic objectives of the enterprise,analyze them from four aspects: finance,internal process,customers,learning and growth,and decompose the strategic objectives by key performance indicators and fishbone diagram.Actively refine and decompose the strategic objectives,redesign the performance appraisal indicators and change the number of performance appraisal indicators to 12 after combining them with the job responsibilities of the management staff.Finally,with the use of hierarchical analysis,scoring and other methods,the weight of the index is determined and the score of the evaluation standard is unified,so as to enhance the scientific attribute and reasonable attribute of the construction of the performance evaluation index system.This paper summarized the application and implementation effects of the improved performance appraisal indicator system by comprehensively comparing the new performance indicator system and the old performance indicator system,improves the safeguards for the implementation of the performance appraisal indicator system,ensures that the construction of the new indicator system meets the requirements for use and reasonable requirements,and thus provides assistance to enterprises of the same type in assessing and managing employee performance.