| With the gradual optimization of China’s business environment,all kinds of high-quality development of the industry,fastener manufacturing industry also in the general environment has been a significant development.However,due to changes in the internal and external environment faced by enterprises in the past two years,resulting in a great deal of pressure,and even some of the small and medium-sized enterprises towards bankruptcy and closure.Grassroots employees are the main body of an enterprise,is the key to the success of the enterprise,bear almost all the production tasks and decision-making implementation of the enterprise,an enterprise can have a lot of development depends largely on the strength of grassroots employees,and scientific and reasonable performance appraisal system directly affects the grassroots staff’s subjective initiative,which affects the quality of enterprise production and production efficiency.Therefore,in the current situation,the construction of a scientific and reasonable performance appraisal system can not only stimulate the initiative of employees,but also maximize the optimization of enterprise human resources and improve the core competitiveness of enterprises.This thesis takes M Company as the research object,focusing on the optimization of the performance appraisal system for grassroots employees in M Company.Firstly,it describes the background of this topic,the current status of literature research,and the relevant theories of performance appraisal,in order to lay a solid foundation for conducting research;Secondly,it describes the current situation of the performance appraisal system of grassroots employees in M Company,introduces the profile of M Company,the situation of grassroots employees,and the current situation of grassroots employee appraisal.Based on the literature and the actual situation of the performance appraisal system for grassroots employees,the questionnaire was designed and analyzed using SPSS to summarize the existing problems in performance appraisal for grassroots employees in M Company,and further analyzes the reasons for these problems;Then,it optimizes the performance appraisal method for grassroots employees in M Company from the aspects of appraisal organization,appraisal indicators,appraisal subjects,appraisal result division and application,and appraisal result communication and feedback.Finally,relevant safeguard measures are proposed.The study of this thesis also provides implications for other fastener manufacturing companies of the same type. |
