Improvement Of Employee Performance Appraisal System For Hunan Mobile Communication Engineering Co., Ltd.

Employee performance appraisal is a transfer, promotion or dismissal, reward or punishment, and the training of human resources management activities and some of the foundation and frame of reference, performance evaluation, as touching the vital interests of employees and management activities, with its complexity and sensitivity, a business performance evaluation of the good or bad for business survival and development of a very significant impact.Therefore, how the scientific enterprise to develop a performance evaluation system, and efficient use of, motivating employees and ultimately to achieve corporate strategic objectives, resulting in an enterprise are most concerned aboutIn this paper, key performance indicators of performance management theory and the balanced scorecard performance management theory as the guide, a comprehensive analysis of performance management at home and abroad on the basis of research results, analysis Mobile Communication Engineering Co., Ltd. Hunan employee performance appraisal system and the status quo, pointing out that the employee performance appraisal Problems:Company's current human resources management system are still under the planned economy era of the impact of institutional mechanisms; not all categories of personnel to develop appropriate assessment methods; the current performance of goal-setting unreasonable, assessment standards vague; performance appraisal cycle, a single-system;Employee performance appraisal and human resource system management module the lack of synergy; heavy human factors performance evaluation, assessment of people's subjective sense of the more serious; Performance appraisal management and staff lack of interaction and communication; performance evaluation method of a single and so on.In the analysis of the status quo employee performance appraisal, based on the staff performance appraisal system has been improved. Strategic objectives of the company as the core, to achieve strategic goals by building key performance indicators, down to every level to each job to form a hierarchical classification of key performance indicators of employee status assessment tables; From the position of the characteristics of the call of duty and work to improve the employees work objectives, work attitude and work capacity assessment indicators and assess the weight and noted that the staff on the appropriate assessment and annual assessment requirements, the aim of achieving individual staff assessment requirements, to play a performance evaluation of the maximum efficiency, in order to achieve the company's strategic goals. In. the implementation of the improvement of staff performance appraisal system should pay attention to:All employees to fully mobilize the enthusiasm of participation into improve the assessment by the quality of work and to fully sort out the system of performance appraisal and management methods, strict implementation of the system and processes, improve the implementation of the structure and work functions; Full set of performance while strengthening the scientific concept of training and study, and create a performance-oriented high-performance corporate culture and many other areas to provide security assessment system operation.Conclusion of the study in this paper improve the existing staff of the enterprise performance appraisal system, and build key performance evaluation index system of enterprise strategic goals around the core tasks has positive significance as reference.