Research On Performance Evaluation Of Double-Layer Performance Appraisal System

Under traditional performance assessment, a mode that assesses a department's performance and its staff's performance under two standards and two systems, when a staffs performance is equal to his/her department's performance, the result of performance appraisal under two standards is distinctly relative, that is, comparable; but the result will be indistinctly relative when a staff's performance is not equal to his/her department's performance. Personal value cannot exist without organized system because of nowadays' socialized production, and staff's performance appraisal should be based on the department's performance assessment. We should build double-layer performance appraisal system of function department and staff with the application of the balanced scorecard (BSC), which can reflect not only enterprise's strategy but also staff's performance, in order to turn the individual activities of the staff into the strategic activities of the enterprise ultimately.This article makes a detailed research on the performance appraisal by means of taking Y Co., Ltd. as an example, and works out a set of index system of performance appraisal by using the balanced scorecard.The originality of the article lies in firstly analyzing the present situation of China's performance appraisal, pointing out the existing problems and irrationality, re-clarifying the relationship between the staff performance evaluation and department performance evaluation, and succeeding in designing a more scientific double-layer performance appraisal system of function department and staff with the application of balance scorecard.