| Modern society with the increasingly fierce market competition, business environment faced by the complexity and uncertainty are increasing, thus, increasing awareness of business enterprises through the improvement of human resources management to deal with the importance of the challenge. Human resources management through the core content - the study of performance appraisal, promotion of a modern enterprise personnel system reforms to improve the competitiveness of enterprises and has important practical significance.In this paper, the performance of full use of modern enterprise management theory, performance evaluation from domestic and foreign advanced experience, Lushi Group of institutions and an analysis of staff functions, in the understanding of the company's performance appraisal the status quo, existing problems and problems Based on the analysis of the reasons, the use of standard performance evaluation method to re-design a performance appraisal program, the program realistic, to a certain extent feasible, to improve the Performance Management Group Lushi certainly helpful to them.First, performance appraisal Lushi the status of the company Lushi Group (copper (Group) Co., Ltd.), the company covers an area of more than 100 million square meters. Copper production in a variety of specifications more than 70,000 tons of goods a wide range of specifications for more than 80,000 tons of copper materials. The company has a high level of overall equipment, advanced production technology and perfect quality guarantee system. According to the company in a different location, employees will be divided into four categories: (1) executives (2) middle-level managers and professional and technical personnel (3) marketing (4) general staff (including the production of workers)And the work of these four categories of personnel to analyze the nature and characteristics: 1. Company executives. Including the board chairman and general manager and deputy general manager, they are the main organizers and promoters of, possession of the company's human capital, physical capital distribution rights through the organization of the management company they get the most benefits. They are good at capturing market information, are familiar with the operating characteristics of the industry, to predict the future direction of company's development. 2. Middle-level managers and professional and technical personnel. They are the backbone of a company's development, has the right to use resources to acquire the company's production process, technical parameters, information, management, statistics and so on, through the implementation of plans or decision-making to win benefits for the enterprise. 3. Marketing personnel. They are the most important force in the development. Their sales channels and sales networks and their relationship with customers as a business response to market demand with a bridge link, link, through the implementation of market strategy, profit for businesses. They have business acumen, expertise in the field of understanding the market, like the promotion of the role of customers new products, there is a sense of urgency and cost, easy with people. The purpose of their work is ready to market opportunities by identifying marketing strategies and plans, organization, implementation of the new products so that products have certain market share, sales tasks to complete. 4. General staff. Production activities they are direct participants in the skilled hands of production skills, through quantitative or from time to time to pay the labor to create value for the enterprise.At present, the company's performance appraisal in the way it is relatively simple, such as marketing companies, the marketing company as a result of the primary energy used in product sales for the company's internal management efforts of a relatively small, resulting in poor internal management, the actual performance appraisal is also a mere formality. At present, the marketing companies have used the way Days sales outstanding sales personnel evaluation. To do so, although better performance can inspire the staff play a role, but in accordance with the principle of equity, for the relatively poor sales of the personnel, but they formed a kind of burden or pressure, as the level of regional economic development different, the strength of dealers, distributors, as well as the attitude of the extent of their own efforts are affecting the sales of products alone can not really see sales and marketing efforts to the level of business, can not see the capacity of staff, such is not a fair assessment, not a real incentive to play the role of art, it is not the purpose of assessment.Second, performance appraisal Lushi company is assessing the status of the reasons for the lack of a fair analysis, objective and accurate assessment platform, is not conducive to mobilizing the enthusiasm of employees and initiative. The main reasons are: First, the existing performance appraisal companies did not fully reflect the principle of fairness. Secondly, the managers failed to identify the employees from the large difference between the performance of the causes of departure, and to take relevant measures to actively guide the staff to improve performance, and only twice in accordance with a performance evaluation results of rewards and punishments. In addition, some performance evaluation methods and standards, only the understanding of top managers on the formulation of the implementation of the prior staff did not solicit the views of the grass-roots level.Third, the new performance appraisal Lushi Group program design and implementation of performance appraisal in accordance with the theory of Lushi Group and its organizational structure, corporate staff positions were analyzed, the integrated use of benchmarking standards go beyond the law and performance appraisal method, 360 assessment method, the key performance indicators evaluation method, the level of analysis methods such as performance appraisal, re-designing a new performance appraisal system and indicator system. According to the characteristics of the organizational structure to the existing staff Lushi group can be divided into four categories: 1, high-level managers, 2, mid-level managers and professional and technical personnel, 3, 4 marketing staff, general staff (including the production of workers). For staff at different levels, the characteristics of, respectively, with different performance indicators. In the choice of indicators, taking into account a number of quantitative indicators, while others are qualitative indicators, the indicators in the assessment set grades and standards need to be considered separately. Performance indicators to determine the standard and level of assessment for the performance evaluation indicators to determine the decomposition approach to evaluation, assessment personnel, the assessment criteria set out in detail the rules and score.A performance appraisal after programming, it is necessary to allow it to achieve the desired results, in the implementation process should pay attention to the following: (1) to obtain the support of senior leadership; (2) evaluation of staff to participate in targeted training; (3 ) assess the effectiveness of the program in order to reflect the need for a certain period of time; (4) the application of assessment results should be treated with caution. Should be to strengthen the management of the following: 1, to enhance staff training; 2, to strengthen the building of enterprise culture; 3, the company during the performance appraisal system also must attach importance to the binding.Attention to the publication of group assessment and feedback of information through the information published on the performance to have a greater promotion. Precedence makes each employee aware of their department or team in a position, but also to low-performance employees to work more hard and high-performance employees ask for help. Through feedback, and staff can enhance communication, enhance mutual trust, promote staff development and the sector level. |
