Research On The Performance Appraisal Optimization Of W Company’s Purchasing Department

W company was established in 1975 and listed in Hong Kong in 1990.It is a medium and large EMS manufacturer,mainly engaged in the R&D and manufacturing of educational electronics,wireless Bluetooth headset,computer parts,medical electronics,automotive electronics and computer peripherals.The company has the characteristics of a long time of establishment,a relatively concentrated business type,a wide range of products,and a stable development stage.With the intensification of market competition,the existing performance management system of W company can no longer meet the needs of enterprises.To motivate employees and enhance their competitiveness,and achieve the strategic goals of enterprises,it is necessary to optimize the current performance management and form a scientific performance management system.This thesis takes the procurement department of W Company as the object,and based on the analysis of performance management related theories,combined with W Company’s own actual situation,analyzes the company’s development status,employee structure,performance management status,and other aspects.It is found that W Company’s employees have weak awareness of performance management,incomplete assessment processes,unclear assessment indicators,and deviations caused by subjectivity.Through employee interviews and questionnaire surveys,and points out the problems in the performance management of the procurement department of W company,mainly including: First,performance management is not obvious to the strategic support,employees are unclear about their roles and responsibilities in the implementation of the strategy.Secondly the performance goals and standards are not clear,which can easily lead to the lack of fairness in the assessment.Third,performance communication is insufficient,and many problems in the assessment process are not fully reflected.Finally,the performance results are not applied comprehensively and fail to generate positive incentive value for employees.In view of the above problems,this thesis starts from reality,uses the interview method,literature research method and questionnaire allocation method,combines the relevant theories of performance management,improves the performance management process and related indicators as the foothold,and uses the Key Performance Indicator method(KPI),Management by Objectives method(MBO),the Balanced Score Card method(BSC)and other theories to complete the dismantling of the goals from the company’s strategic goals to the employees’ personal assessment,and improves the performance management process and optimization of the procurement department of W company.Specific performance appraisal indicators have been improved and supplemented,and a specific performance management system of W company’s procurement department has been established.In addition to laying a solid foundation for W company’s procurement department to achieve strategic goals,it also provides an important basis for the construction of W company’s procurement department’s talent echelon and employee career planning.Finally,it is also expected to provide some reference for similar types of enterprises.