The Research On Employee Performance Evaluation System Of Hunan Jiuzhitang Medicine CO.,Ltd

Guided by the theory of performance evaluation and correlative ,based on the analysis the employee performance evaluation system of Hunan Jiuzhitang Co., Ltd , the author points out problems during the process of the employee performance appraisal system of the Company and puts forward proposals for improvement.Because employee's performance is very important to the existence and development of senior managers according to their different working responsibilities and requirements., the following issues should be paid much attention to in the employee performance evaluation system of Jiuzhitang Co.,Ltd: the performance goal is unscientifically set, the appraisal circle is irrationally arranged, the joint work is unsoundly connected, the appraisal is not conducted systematically and the appraisal results are inefficiently utilized.Aiming at addressing the problems mentioned above, on the basis of analysis the current performance evaluation system of Hunan Jiuzhitang Co., Ltd. the author elaborates the new appraisal scheme that is based on the division of layer and category of position in order to realize an individualized appraisal method, to make the most use of the performance evaluation system so as to improve the staff's working performances. Different appraisal methods should be applied according to different managers, for example: the senior managers should apply BSC; the middle managers should apply integral checking method; the sales managers and the key employee should apply KPI method.At last ,the author proposes a strategy of implementation of a new performance evaluation system including: the effective combination of the results of appraisal and incentive mechanism; access to high-level support; to reach a consensus with the staff; to create a long-term performance appraisal atmosphere; periodic amendments to improve the performance appraisal methods. Meanwhile, as for the difficulties and obstacles during the implementation process may be confronted with, corresponding measures are put forward to ensure its operation, such as enhanced communication, to intensify of the training of the reviewers, to establish grievance-redress mechanism of performance evaluation, and to provide guarantee to orderly operation of this system in ideology, organization and evaluation system. By so doing, to ensure a smooth implementation of the new staff performance appraisal system.