An Analysis And Design Of Performance Appraisal System In Technical Department Of JLBOCO

BOCO Company is a communication related business in the IT industries, was founded in 1988, and based on software development. It set up branches at most provinces, JLBOCO Company is one of them. The company's business is divided into systems integration, system maintenance and value-added services three major categories, business-oriented mobile, Unicom, Telecom, Netcom, and other telecom companies, network management system is the core business, the company firmly in this area to occupy the leading domestic Enterprise status.JLBOCO Company in recent years in response to severe competition in the form of more and more attention to management, strengthen corporate culture and management system. In order to create higher profits, to achieve higher organizational performance, the company implemented performance management. However, there is still a lot of this should be performance management solution to the problem has seriously affected the sustained development of the company. This management has made new demands, it is necessary to have an in-depth analysis of the root causes of these problems, take positive measures to solve them.At present, the KPI performance management system used by the technical department of JLBOCO is not a complete performance management system in the true sense, closer to the performance appraisal system. From the present situation of the company, in business strategy, organization and management systems are deficient, and so on, have not fully implemented the performance management system. As a result, this study aimed at performance appraisal systems analysis and design.Technical department of JLBOCO existing performance appraisal system does not reflect clearly on staff performance and organizational performance improvement, the major problems, such as: performance indicators for appraisal and personal work has little to do, can not reflect the workload, can not be reflect the value of the work, the differences in the positions targeted poor, appraisal period is too long, and so on. As a result, the design and implementation of a set of scientific, integrity, in line with the company's actual performance appraisal system has been a matter of priority.In order to better analysis of the performance appraisal system, we have adopted a questionnaire, divided into project managers and engineers to investigate the performance evaluation of the performance appraisal two types of investigation, the investigation focused on the staff of the existing system of performance appraisal, staff hope that the appraisal criteria and indicators.First of all, collect curriculum vitae of staff, the production information, the results of questionnaire about performance appraisal and evaluation of staff, establish the performance management information base. Then, apply the descriptive statistical analysis, correlation analysis and AHP, in-depth information base and detailed analysis, according to the results of the analysis, extract the based indicators from information base to establish analytical model. Extraction of the following indicators: the satisfaction index with the performance proportion, the performance availability of staff, performance indicators for cooperation to help, rationality of additional indicators, the satisfaction index with the performance appraisal system, the work of passion, the enthusiasm to learn, skills levels, intention to leave, productivity, level of work, attendance. Finally, process a comprehensive analysis by the analysis model, and draw a conclusion about performance appraisal system.Through in-depth investigation and analysis, based on performance appraisal theory, in accordance with the basic principles of performance appraisal, learn from the advanced experience of other enterprise performance appraisal, process the company's indicators re-evaluation of the sort, in conjunction with the company's strategic objectives, design new Performance appraisal system.Performance Evaluation Index System Design and Construction is the most important step of the design of performance appraisal, to improve the structure of the index system will directly affect the level of performance appraisal of the overall situation must be based on the actual business, as well as the requirements of the job, determine the scientific performance appraisal index system, so that the results are scientific, just and reasonable.Evaluation index system is divided into management positions and technical positions of the performance evaluation indicators; depending on the performance of the main body is divided into organizational performance, team performance, individual performance indicators; According to the evaluation of different ways, is divided into subjective and objective indicators; based on correlation of indicators and positions, is divided into conventional indicators and addition indicators.The indicators of management positions, pay more attention to organizational performance and team performance, team performance was the first to focus on, organizational performance: team performance: individual performance to set the ratio of 2:5:3. The choice of core indicators is objective indicator, in order to increase employee participation, maintaining a small number of subjective indicators, subjective and objective indicators set for the ratio of 2:8. Addition indicators as the organization and management staff-oriented indicators in the performance appraisal system introduced, the proportion is set to 10% of conventional indicators.The indicators of technical positions, pay more attention to personal, organizational performance: team performance: individual performance to set the ratio of 1:4:5. The evaluation methods selection, have to rely on more data, to rely on less subjective evaluation, subjective and objective indicators set for the ratio of 1:9. Addition indicators are the same as management positions.The nature of the business decides profits was the first, in the course of choosing KPI indicators, we have to set the indicator of profit in the first place. The main tasks of technical department are the development of software systems, project implementation, maintenance, we use research data and feedback information in accordance with the principle of SMART, summed up the technical department key performance indicators series. Technology employees have to take care of some of the company's overall work, in order to better mobilize the enthusiasm, set up extra points indicators.According to the structure of the indicators of performance appraisal, management and technical positions evaluation of the performance of selected indicators and to determine the proportion of the indicators. After the selection of performance indicators, the performance evaluation standards were enacted based on characteristics of related indicators. When indicators and evaluation criteria established, in accordance with the overall performance appraisal ideas and principles, establish the performance appraisal system.After the establishment of a new performance appraisal system, based on our performance management information base and analytical model, combined with the new performance appraisal system indicators, design an auxiliary information management system. In the day-to-day management, management collect staff resume information, production information, and performance information into the information management systems and do performance analysis. The results of performance analysis, on the one hand, can be used to guide employees to improve performance, on the other hand, can be used in improving the performance appraisal system.The cycle time is divided into two types of monthly and annual. Monthly performance indicators, according to the team or staff in their daily work performance, employees receive the score of each of the monthly performance. The results will be used to sort, and released at the meeting of the monthly performance analysis, and turned over to Human Resources. Annual performance indicators are provided by the relevant departments, or by collective discussions. The results of the annual appraisal are divided into four grades, and maintain the distribution of grades.After the design of performance appraisal system, it is not sure to reach the purpose of evaluation. For businesses operating in the appraisal system in a real role to play, need a lot of management work, which is a set of performance management systems. Performance management system, including performance plans, performance implementation, performance evaluation, performance feedback, performance evaluation results of the applications, and so on.According to the JLBOCO Company's actual situation and the level of management, in the implementation process of performance appraisal system, we focus on the application of the evaluation results and performance feedback, and begin a gradual transition to the performance management system.Performance appraisal system can really have a role in the company's operations, application of the evaluation results is an important determining factor. Application results of the evaluation, mainly focused on performance appraisal results to pay the association, followed by the implementation of the first bottom-out promotion system, final according to results of evaluation of staff performance analysis to develop training programs.Performance feedback is also an effective tool to help employees improve performance. Performance feedback is the manager will be face-to-face performance feedback to employees, managers and staff so that the two sides reached consensus on the results of the evaluation, to explore the reasons for the lack of performance and to develop plans to improve performance.In order to ensure the smooth implementation of the performance appraisal system, some measures have been enacted, such as the ideological measures, organizational measures,system measures and qualitative measures.The new performance appraisal system design and implementation has been completed, at the start before, it is necessary to assess the results of the system. The new performance appraisal system to assess in advance, on the one hand, can confirm whether the company will help improve the performance level of technology, on the one hand, can further improve the system. The new performance appraisal system for the second survey, according to the results of the analysis and model analysis and the results of the direct performance indicators have improved, proof of the new performance appraisal system will help raise the performance level of technology can be put into use.