| With the coming of the era of the global economic integration, the competition from the internal and international market becomes keener and keener. Human resource, as one of the most important resources, is attracting more and more attention. And effective management of human resource has become the key to the development and success of all organizations. However how to improve performance and form core competence of enterprises have become an important issue as well as an objective of managers. However, the design and implementation of it is crucial for enhancing performance. Company's running strategic aim. Middle-level management is the main creators and exact organizer of production and management activities, that are one enterprise's running hinge, play an important role of a connecting link between the preceding and the following. Performance assessment is the core item of modern human resource management, establishing scientific and effective middle-level performance assessment system not only can fully mobilize their positively to achieve high performance which supplies gist for middle-level's rewards and punishment, profession career development, training and salary, but also certainly will push the improvement of all staffs performance level, moreover to become one company's standing power headspring.The paper is divided into three parts. The first part of the status introduced FAW Service Industries performance evaluation system. Because the industry is carried on the strategy of the FAW Group, it is under the big adjustment background to establish. With Enterprise Company in the continued improvement of the operating mechanism of restructuring, upgrading and management of the concept of increasing competitive pressure, Performance management is also being paid by the senior leadership. Companies meet the performance needs of its own development model. But there are also a number of shortcomings in the system and the need for improvement. The second describes the Enterprise Company performance appraisal system and analyze the reasons for the problems that exist. Companies assessing the problems that exist mainly in the following aspects:1. The problem that the results target implement appears in the process, the upper level leadership certainly will bring not small pressure to Division Merchandiser Manager to profits index sign's paying attention to excessively. This resulted in the actual work, the intermediate governor paid attention to a year the completion of the short-term index sign, neglecting the business enterprise farsighted development. In the middle of investigating lacked performance strength and supervised and controlled a mechanism to also result in a handful of second class manager's targets complete not good. 2. Performance fixed position faintness. Company's performance evaluation results salary contact with employee is to investigate of main purpose. The main purpose is to use to help employee to promote results, then attaining a purpose of promoting the business enterprise results. 3. The human resource department is only part to investigate the performance evaluation, private friendship or not-objective factors such as conflict, personal prejudice. Because this reason, the managers get the result that not correct.4. Performance evaluation period constitution absurdity, it should according to environment of the variety do the adjustment of adaptability, and then can be better to reply many varieties, helping division merchandiser manager to work of open an exhibition. 5. The problem of control, lacking a results control to make to investigate a target can't carry on adjustment in time with the variety of market, result in to investigate the result disregard of the target completion to think, and then influencing the company whole accomplishment level. 6. Results feedback problem, there is neglect which emphasizes results feedback in the company, the employee has no way to clearly know whether oneself works get the superior's approbation or not, the work lacks motive and enthusiasm. Exist a problem currently to the industry head office of analysis medium, evaluation system understanding shortage to the results, be in need of perfect results to performance evaluation system, is the main reason which produces the problems.The reason which analyzes to become the above problems mainly has several aspects as follows: 1. The company sections have the wrong idea, make the human resource department can not get support of high leadership to some implements which investigate a result, cause the most investigate to become formalistic, have no real fall the reality. 2. Limit at regard result index sign as principle to carry on results to evaluation, using result index sign as to measure the standard of accomplishment will sacrifice the prospect and integrity the results. 3. The lack a valid communication. Lacking the communication can't cause the manager of the company acquire the division merchandiser manager's results information in time, also losing to work to them supervision and leading of behavior and get result, make management layer whole to company to lack in time of understanding. 4. The system is not perfect that need to improve, the results control is a weak part in the system of control, lack a valid management and control means to the performance process of the results target, just discover an existent problem while waiting until implement stage to investigate, missing problem-solving most beneficial opportune moment. The company lacks results improvement this important link in the results investigate the process, making to be investigated not to adopt measure clearly to resolve the problem immediately, also not improve results.Article the third part put forward the solution which resolves a company currently a problem. Have several aspect measures as follows:1. The explicit results performance evaluation system a clear position. The key is to acquired the employee's support, changed idea to know results to investigate well, It is the aim to make the results of the evaluation put together with the development of the division merchandiser managers, this is also the basic purpose place that the evaluation system. 2. Improve the system a project-carry out 360 degrees evaluation system. Making the system perfect, it can make up a company the traditional straight line type, decrease prejudice, to fairer candor. 360 degrees evaluation system can also strengthen intermediate governor consciousness. This contributes to employee to be aware of very much and correct an own weakness, strengthen the development consciousness. 3. Strengthen to evaluation control strength. The evaluation which is advantageous to the division merchandiser manager carries on management and control, also being advantageous to a human resource section in the maneuverability which investigates a work physically. 4. The improvement mechanism of the evaluation feedback built up in time. Results' evaluation of purpose is to make the evaluation fairer. The evaluation system relate with salary allotment, welfare...etc. more clearly, promising a company fair. And the results improvement can help a company to promote whole competition ability.5. The project guarantee of the evaluation system implement.(1) company leadership of support and publicize strength enlargement.(2) Exaltation human resource section of the profession turn level.(3) The establishment take results as the corporate culture for leading to. The management system of the implement results wanting to succeed, adapt the competition market that this nasty play changes much, biggest of exertive business enterprise potential, have to concentrate on the management system of the results which constructs business enterprise to blend mutually of the corporate culture of the high results.Along with course of writing the paper, the project would be doing go along. After the system has brought into effect, we can know effect of performance appraisal for developing and increasing management level of corporation more fairly. As the same time, the writer will find some question between the system and the fact of FAW Service Industries. Aim to those question, writer will give some suggest and thinking, researching those question in the future. |
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