Design And Implement For Employee's Performance Evaluation Systems Of LTK Co.,Ltd.

Performance appraisal, also called performance assessment, performance review, employee evaluation,is a system to assess employees'performance and achievement by systematic method, principle and measurements. Performance appraisal is a communication activity in between management and staffs, to enhance performance appraisal system to ensure base for enterprise development needs.Enterprise set up efficient Performance Appraisal System to attract talent and retain talent to fully use best potential of talents. It is one of the most important parts of enterprise management.This article named"LTK Company Design and Implementation of Staffs'Performance Appraisal. On the base of LTK company strategy, organization and further improvement of position analysis and job description, to design Performance Appraisal system and implementation of this system.Firstly, analyze the current LTK performance appraisal system.I. Brief introduction of LTK background, history and organization and staffing.II. Review current status of LTK performance evaluation with management and non-management staff, to set up base to make analysis of current system.III. Analyze the main problems with current LTK performance appraisal system.(1)Standard of evaluation is not efficient and measurable(2)Evaluation result is affected by evaluation party behavior rather than standardization(3)Evaluation process is performed just in formalism(4)Feedback is not enough for performance evaluationIV. Analysis of impact on short term and long term development under current Performance appraisal system; current recruitment system could not meet the demand of enterprise fast development with qualified staff and staffs'competencies.Following up with this article analyzed the root cause and defined the problems with current LTK performance appraisal system, it included,Part 1. Strategic position of Performance Appraisal is not well-recognized by Executive ManagementPart 2. No interaction realized Human resource compensation and performance appraisal and career development.Part 3. Target is not defined clearly under current Performance Evaluation SystemPart 4. Efficient communication is missed.Secondly, this article stated the preconditions of Design of LTK Performance Appraisal System.It provides preconditions for design of LTK performance appraisal system with confirmation of enterprise strategy, organization review and rebuild up, position evaluation and job description.Thirdly, this article descried design of LTK Performance Appraisal System from all aspects.Main focus on process and function of performance evaluation; principle and routing of design of performance evaluation; design of key performance index; design of performance evaluation management system; design of all lists and tables of performance evaluation to build LTK entire system of performance appraisal.At last, this article introduces the implementation of LTK new Performance Appraisal System.Presents the standard and direction of LTK performance appraisal system with preconditions, process, system and points of attention. Remarks the matters of attention.This article starts from current situation of LTK performance appraisal system, with purpose to enhance and improve level of performance appraisal, study how to improve and enhance enterprise's competences on performance through staff motivation and innovation. And it is also as regarded as reference to the same line of business field and other relevant field.