Study On Human Resource Administration And Performance Appraisal Of TJPC

In the 21st century , the enterprises face to the more dramatically soaring ages in competitions. Who does occur the market, thus who obtains the benefits from the society. How to save the talented person, just use the good man, promote the core of thebusiness enterprise and competition ability, promote the farsighted development of thebusiness enterprise, is a prosperous problem that all business enterprises face. The performance evaluation is the important that the business enterprise human resourcemanagement inside with the salary management, is an one of the main- means to stir up the employee the positive, promote the business enterprise performance, increase business enterprise competition ability.Both motivate there-allocation of the human resource in a global scale. Chinese companies soon find that while obtaining more developmental space and chances, they are facing more and stronger competitors for obtaining talents. For numerous Chinese minor enterprises with short history of modern entrepreneurial operation, the problem of how to attract high-quality personnel is especially important.As it plays a crucial role in determining how many chances those enterprises will have for their survival and sustainable development.With those observations in mind, this dissertation investigates the human resource management practice in many minor enterprises of Chinese and overseas . After applying our findings to analyze the outstanding problems in human resource management of TianJin Pharmaceuticals Group Corp ,I propose some relevant solutions to them. In particular,by performing task analysis and company structure re-organization in TianJin Pharmaceuticals Group Corp. we develop an efficient performance appraisal system basing on the results we obtained . The key design criteria of the appraisal system proposed is that different appraisal indexes should be adopted for various positions and departments. Following the criteria, performance appraisal systems for R&D Dept., Marketing Dept., Manufacturing Dept., management staff and ordinary employees are established. In the design process, the idea of adjustable weights in the theory of human resource management is utilized to improve theapplicability of the newly developed appraisal system. Then, expertise technique andpaired comparison method are applied to determine and validate the KPI weights. Thedesign process and the resulting appraisal system in this dissertation can serve as good examples for minor enterprises in constructing their own human resource development and management system.