Research On The Performance Appraisal System Of JiEn Nicole

Advances of modern science and technology accelerate the development of market economy , strengthen the economic globalization and integration process, make enterprises facing increasing fierce market competition. The enterprises want to compete in the intense and sustain competitive advantage, the implementation of strategic management are forward-looking imminent. The purpose of strategic management is to create opportunities positively for the initiative to shape the future of the company to be able to adapt to the changing market environment.Performance management is an important part of daily management of enterprise, in practice; various problems may be encountered, such as the selection of evaluation methods, the testing standard, the feedback and application of evaluation results. Therefore, to make the performance more practical oriented, theory with practice should be used to study the method. First of all, through studying a variety of performance management theories, make a comparative study of performance assessment methods commonly used; analyze the various performance appraisal methods of the advantages and disadvantages. and applicable conditions. Second, investigate and study the actual situation of target enterprise deeply, understand the use of performance appraisal methods and systems, make a detailed analysis of enterprise performance management status and research to grasp the overall status of the business performance management. Third, learn the target company's performance management status, then make interview and questionnaire to all levels of employees of different departments of the enterprises, do a comprehensive collection of related information and materials of performance management, understand the problem of staff concerning in the process of performance management, to understand the problems of the current performance management business process. Finally, after collect the relevant data and information, then analyze and research, and learn the performance appraisal system and assessment methods from foreign advanced human resource management, especially in Europe, the United States ,Japan and other developed countries to determine the basic framework of staff performance appraisal system, after the basic framework of the design is determined, according to the strategic objectives of enterprises may choose to meet the actual situation of enterprise performance appraisal methods, and devise a strategic orientation of staff performance appraisal system .Since the performance management theory is proposed, it become the focus of human resource management research in recent years, scholars has made great achievements in performance management, a series of performance management theory are proposed, including representation on the objectives, management theory, key performance indicators, balanced scorecard. These management methods and tools for enterprise management have brought a fundamental change, so also performance management has become a hot spot. in the field Throughout the development of performance management on the range of assessment has expanded horizontally, from the previous of simple changes to the assessment of financial data on their overall assessment, such as in the past only the assessment of profits, output, income and other financial data, and at present changes to production, supply and carry out, even all aspects of assessment, even the service sector in the enterprises; Other assessment indicators improved continuously, changed from the previous financial indicators, quantitative indicators to non-financial indicators, qualitative indicators. Performance Management in the enhancement of vertical features is a new, simple interest to the performance evaluation results, changed to the strategic management of enterprises.By the theory of performance management, and investigate and analyze Jilinjien Nickel Company Limited's performance management status, performance management system now cannot meet the company's operations and developed. Construction of a new set of strategic objectives-oriented performance management system is imminent. The new performance management system of enterprise's strategic goal-oriented performance appraisal also has a clear direction. The aim also is not simply to provide the basis for the pay of employees, but pay more attention to the result, analyze the staff performance deficiencies, and propose effective measures, to promote empowerment and performance improvements to achieve corporate strategic goals.The new performance management system is the performance management system for the original problem are constructed mainly to make a change in the following areas: the design of the evaluation indicators, use the method of index re-design in key performance indicators, makes the assessment indicators designed more reasonable, changed the situation that don't focused on in the past, the current assessment index system and enterprise's strategic objectives are linked more closely; In the evaluation period, after the actual situation of enterprises have been adjusted and changed the past situation of a single evaluation cycle. Adjusted assessment cycle more in line with the actual business situation; the Subjects in examinations, to take "direct superior assessments as the core, with 360-degree evaluation" could cover the shortcomings of a single subject examination, so make assessment results more convincing, and thus implemented the progress of the performance management system well; in assessment methods, use the objective management method of the staff performance appraisal. MBO is an absolute evaluation, the assessment criteria is based on business strategy development goals. These assessment methods linked to business objectives of company, to promote the business goals better; in the use of examination results, change the situation that performance assessment results will be issued only as a bonus. Starting from the results of performance appraisal, to find the cause of employee's performance goals failure and provide help and support to the staff so that make the necessary performance improvement; at the same time provide basis to the next assessment cycle to determine the objectives and performance standards.