Research On Optimizing The Performance Appraisal System Of Company A

The continuous development of China’s economy has driven the rapid development of China’s enterprises and intensified the competition among enterprises in the same industry.In recent years,China has begun to pay attention to the growth and development of SMEs,which have become an important part of China’s economic development.In order to improve the competitive level and obtain a certain competitive position in their own industry as soon as possible,SMEs should not only focus on the economic benefits of the company,but also on the human resources management of the company.As one of the most important parts of human resource management,performance appraisal is an important means for enterprises to retain outstanding employees,stimulate their development and achieve sustainable and stable development.When the performance appraisal system of an enterprise is not reasonable enough,it is easy for employees to have insufficient enthusiasm for work,weak willingness to cooperate,insufficient physical and mental investment,and decreased interest in work during the process of work,which will affect the overall work progress,cause staff loss,and ultimately go against the further expansion and development of the enterprise.This thesis takes the performance appraisal system of Company A as the research object,and gives a brief introduction to Company A from the three perspectives of Company A’s basic situation,organizational structure and human resources.Then,it uses the field research method to investigate and summarize the relevant contents of the performance appraisal system currently used by Company A,In addition,we also investigated and analyzed the employees’ satisfaction with the performance appraisal system by means of online questionnaires,and summarized the existing problems of the performance appraisal system in the operation process of Company A based on the survey results.Through analysis and summary,it is found that the current performance appraisal of Company A has some development problems,such as insufficient awareness of performance appraisal by employees,simplified use of appraisal,imperfect feedback mechanism of performance appraisal,and inadequate incentive effect of performance appraisal.After in-depth discussion of the problems,it is found that Company A has defects in the process of formulating appraisal objectives and indicators,imperfect performance appraisal system,and weak communication between departments Performance appraisal lacks supervision and feedback mechanism.In combination with the company’s operating characteristics and post composition,the existing performance indicator appraisal system of Company A is optimized by using the balanced scorecard and the analytic hierarchy process.At the same time,it is targeted to improve the professional level of employees and increase the importance of performance appraisal,optimize the development process of performance appraisal objectives and indicators,improve the performance appraisal system and strengthen the application of performance appraisal results The guarantee of process management and feedback mechanism is strengthened through performance monitoring to provide reference for the improvement of performance appraisal system of Company A in the future,so as to provide examples for the improvement of performance appraisal system and the improvement of management level of small and medium-sized garment enterprises in the future development process,which has certain reference significance.