Research On The Performance Appraisal System Of Modern Business Enterprise

The two important indicators of enterprises' development are core competitive power and getting high performance continuously, which can't leave employees. Because person is the most precious asset in enterprises. Many Chinese and foreign entrepreneurs and experts in management pay great attention to HRD&M in managing enterprises. In which impartial and effective performance appraisal can bring useful information about the employees for HR department and person in charge accurately and immediately, and it is the important base for promoting, training and paying, moreover, the whole appraisal course from establishing performance object and standards to feed backing appraisal result, links up the communication and talking between persons in change and employees. Accompanying with more communication and trust, the persons in charge and employers will help each other and won't hate performance appraisal. While the employees fulfills their performance object, the organization object consisting of individual and department object fulfill also, which turns dual-winning--individuals and organization all get development. This is the goal of humanism management being seeking in management science.In this dissertation, the author drew lessons from many schools of thought, then defines performance and performance appraisal, approaches the characters of effective appraisal, explains the general methods and principle of performance appraisal and points out that single appraisal persons can't avoid many partial conclusions, we should pay great attention to the dialectical relations between two appraisal sides, strengthen training appraisal persons. And choose multilevel appraisal persons. Based on which, the author puts much words on establishing performance standards, interprets that performance index, elements and criterion form performance standards, and eight characters of performance standards, pouits out that we can't list all performance indexes as well as we shouldn't do that, we should choose KPI as the core of performance appraisal according to SMART.The author thinks that impartial and objective appraisal results are not the final goal with impartial appraisal persons and advanced performance standards. For success belongs to history, we can't alter the past behaviors, but we should set development and achievement in the future as our struggle aim, and the two appraisal sides should communicate with each other and feedback performance information from time to time, so as to fulfill individual and organization's developing, and improve their core competitive power.