Functional Departments Of Research, Based On The Performance Evaluation Of The Internal Service Agreement

Performance appraisal is widely used as one of the most important Human resource tools. It is HR managers'favorite for its excellent effectiveness, like pushing person to make final benefits, evaluating system to make effective assessment, correcting to make more improvements etc. The primary purpose of performance appraisal is to improve the employees performance, then make the better enterprise financial performance. Because many factors'goals are not easy to decomposition, difficulty in function department factors, we cannot objectively real performance appraisal. Workforce behaviors cannot be extracted. Results present central tendency, without gap. This predicament is widespread so many enterprises. This paper is to analysis performance appraisal through research method, enterprise questionnaire, literature reference etc.After review plentiful literature about performance management, find out the relations between Enterprise Strategy Management and Human Resource Management, and clear the conception of performance management and performance appraisal, then make more understandable the purpose, meaning, basic principle, and common appraisal methods. Based on the diagnostic of status of enterprise management, the purpose is to analysis enterprise problem in strategy plan, management and HR management. Furthermore, through clearing enterprise strategy plan, organization structure and flow, focusing on the performance methods, to brake up the"department wall", develop more effective appraisal method through the analysis procedure like internal service agreement, to set up the final department performance appraisal strategy, and performance appraisal system to find out the solution for the enterprise practical problems.Internal service agreement is reflected a promise to offer their services to other department. After the appraisal period is finished, their services will be evaluated. This brand new performance is especially true of functional departments. Firstly, grading every department service based on their responsibilities, to make the basic score, then making request for those departments to unify the appraisal standard, to make the internal service agreement. Then get the final score after the appraisal term. Use the former one to compare with the later one, get the final result which can be considered as one factor of bonus plan and promotion plan. Actually, after the twice appliance of internal service agreement, it is not difficult to find out that the"department wall"is getting weak, some"department wall"are broken, many functional department is improve their sense of service. All those are good supports of core Competence for the Corporation. This article detailed descript the formative processes of internal service agreement; especially the internal service agreement flow and the content of some functional department internal service agreement and fully explain this special appraisal method for corporation usage.