Study On Performance Appraisal And Improvement Of Human Resource Department: Perspective On Organizational Performance Levelage Model

Human resource department (which includes human resource manager & the colony of managers)is the designer, organizer and supervisor of human resource management system's running in an organization. Human resource department's performance determines human resource management system's running quality, and plays an important part in organization's whole performance. Human resource department's performance management is one of the key fulcrums that affect the successful design and implementation of organization's whole performance management. However, after making a comprehensive view of the research articles we can find that, the research on human resource department's performance management, especially on the appraisal and improvement of human resource department's performance is always one of the difficult problems puzzling theoretics fields and practice fields.The paper makes some important studies of theoretics value and practice significance on this proceeding research hotspot in the world, the main contents and conclusions are as follows:(1) Piercing through the usual way that appraises human resource practice production indirectly with the enterprise business performance, or that appraises human resource department's performance in traditional mode from the viewpoint of the improvement on organizational personnel quality. From the perspective on strategic human resource management, the new thought and mode of human resource department's performance management have been put forward.(2) Beginning with the system dynamics theory, integrating with the Ulrich's human resource multi-role model and BSC technology, the Organization Performance Leverage Model has been constructed. Based on the Organization Performance Leverage Model, three theoretics thoughts on the appraisal and improvement of human resource department's performance have been given.(3)With the Organization Performance Leverage Model, by analyzing the Role-dimensionality-factor-matrix, the key factors of human resource department's performance management have been epurated. Besides, human resource department's key performance index system of four levels and four dimensionalities has been established by means of theoretics deduction, questionnaire investigation, specialist visiting and data analysis.(4) Combining the AHP with fuzzy comprehensive appraisal method and efficacy coefficient method, the appraisal technology of human resource department's performance has been developed. That is, the power of human resource department's key performance index's weights have been determined by the use of AHP, the values of each qualitative index have been quantified by fuzzy comprehensive appraisal, and the quantitative index have been nondimensionalized by use of efficacy coefficient method.(5) Integrating the feedback mechanism of system dynamics theory with leverage principle and cause and effect analysis theory, the general frame system of human resource department's performance improvement has been deducted. Putting forward six basic approaches to improve human resource department's performance, that is, strengthening consumer relationship management, reinforcing employee relationship management and internal enterprise culture reconstructing, human resource department's structure recomposition, human resource department's work process redesigning, building up human resource department's four competency and strategic human resource management.(6) Different enterprises exist in different conditions, and even the same enterprise has different conditions in different periods. Therefore, based on the general frame system of human resource department's performance improvement, the system and approaches of dynamic human resource department's performance improvement under condition parameter preference have been brought up. That is, firstly, putting forward enterprise's market condition, technology condition, management condition, period condition, and appraisal result condition; secondly, based on the analysis and enactment of condition parameter, a certain enterprise's human resource department performance improvement project under a certain period and condition has been brought forward.(7) Verifying the research result practically and analyzing the research result with a validated case study. That is, appraising human resource department's performance of National electricity international power plant in Zhou County with the theory, model, method and tool given in the paper, and by analyzing its condition, pointing out the human resource department's performance improvement system aiming at National electricity international power plant in Zhou County. The case study has verified the research result of the paper.