Research On Performance Appraisal Of Executive Knowledge Worker In Enterprise

With the rapid development of information technology,knowledge is increasingly becoming the key scarce resource and the basic element of production,which is substitute for capital. Knowledge workers in enterprises have increasingly become dominant. The responsibility characteristics of executive knowledge worker are to be responsible for the work of others, and rely on others to contribute to enterprise. Therefore, to improve staff productivity and improve the productivity of knowledge workers,the most important thing is to improve productivity and initiative of executive knowledge worker. Numerous studies and experiments have proved that, it depends on the scientific, rational, fair, effective performance appraisal system to improve staff productivity and initiative. This paper aims to design a scientific, rational, and effective performance appraisal system, which suites executive knowledge worker.Firstly, this paper introduces research background, the significance, research content, and research mentality.Secondly, this paper studies the research object -- the executive knowledge worker. Based on the summarization of research on knowledge workers at home and abroad, this paper defines knowledge workers'category, probe into the characteristics of the knowledge workers. On the basis of research on knowledge worker, compared with traditional managers and other types of knowledge worker, the paper gives the concept of executive knowledge worker, defines the category -- primarily refers to the top managers and middle managers, studies the management work characteristics, knowledge work characteristics and role characteristics of executive knowledge worker, respectively probes into responsibility features and role features of top managers and middle managers。Thirdly, drawing on related performance appraisal theory, the paper designs the performance appraisal system for executive knowledge worker step-by-step. On basis of responsibilities and role features, in conjunction with the executive knowledge workers'performance characteristics, in consideration of the characteristics of executive knowledge worker, the paper determines the content of performance appraisal. Combining with performance management practices and related cases in IL Company, the paper verifies the feasibility and practicability of the study above, designs performance appraisal indexes and performance appraiser, distributes their weight, and gives a brief introduction to performance feedback interview based on aggregating practice.