Construction And Implementation Of A Group Employee Performance Appraisal System

A group,formerly known as Shanxi Vigny Lun plant,was founded in 1970.It is a large and high-tech enterprise in China.It has entered the top 500 of China’s chemical industry for 14 consecutive years.However,in recent years,A group has seen a continuous loss of losses,facing many difficulties,such as the increase of economic downdescence,the industry depth adjustment,the increasingly fierce market competition,the sharp decline in product prices and so on.These problems are followed by the rise in the proportion of personnel loss and the decrease of workers’ enthusiasm.All departments of the company have improved suggestions for the company to turn losses into profits.The author’s Department of human resources,in accordance with the requirements of the company,has a positive discussion and a large number of visits to the employees.In order to improve the performance of the enterprise as soon as possible,the human resources department only improves the employee’s enthusiasm through the incentive effect,and the reasonable and effective employee performance appraisal system is the foundation of the effective incentive.At the same time,a reasonable and effective employee performance appraisal system can guide the staff to develop the direction of the organization target.Therefore,this paper chooses the construction and implementation of employee performance appraisal system in A company as the research content.This study takes the A group of Shanxi as a case,first of all the employees’ performance appraisal work is collected and collected by the second-hand data and one hand data questionnaire,and the employee performance appraisal system of A group is analyzed,and the existing problems are found.The staff performance assessment of A group has many problems,such as the simplification of the main body,the application of the assessment results,the low employee satisfaction,the lack of guidance of the performance appraisal,the low information support and the unreasonable weight.Through the KPI performance assessment method,the performance appraisal system of the staff of the Ministry of human resources and the electromechanical power department is analyzed,and the basis for the assessment of the staff of the A group is formed,and the performance appraisal analysis of the employees of the organic branch and the thermal power plant is selected to form the basis for the performance assessment of the workshop staff of the A group.Finally,on the basis of the above design of performance appraisal index system,the 360-degree performance appraisal system is adopted to supplement the assessment of employees’ working attitude,ability and efficiency.The performance appraisal system of group A employees established in this paper The performance appraisal system of A group established in this paper needs to focus on the following 2 aspects: second,index selection;third,index weight determination.The analysis and research of this paper are mainly carried out around the A group,but the relevant contents of the performance management are also of reference significance for the performance appraisal of the staff of the state-owned chemical and high-tech enterprises.