Positive Element Of Professional And Technical Staff Performance Appraisal System Constructed

Along with the intensification and economic integration of the whole world, competition among companies is becoming that among talent people. As the core concept of human resource management, performance management plays a leading role in every aspect. The performance appraisal in the performance management processes to the function that links the preceding with the following. Does the establishment science effective performance management system, how study effectively its function, to carries on the effective performance management, then the establishment strategy human resources management, guarantees the enterprise the competitive power, has the significant significance.Firstly the thesis gives a description and discussion of the advanced theories concerning performance management such as strategic performance management, the Balanced-Scorecard and competence appraisal etc, and makes a comparison among some present methods and basic theories of performance appraisal. Then, based on internal investigation, the thesis introduces the background and current situation of Zhengyuan Company. According to the managerial situation of human resource in the company, especially the analysis of personnel appraisal, the thesis draws the conclusion that the present personnel performance appraisal has no effect on the assessment and stimulation of the staff.Based on the analysis of personnel performance appraisal of Zhengyuan Company and according to the present situation of the company, the thesis has established the performance appraisal system for specialized technical personnel in Zhengyuan Company by adopting various methods such as the meter method, 360-degree performance appraisal method, key performance indicator, reduces the appraisal method, competency appraisal and so on. According to the inner and outer environment faced by Zhengyuan Company, the thesis chooses the combining method of higher authority appraisal, colleague appraisal, subordinate appraisal and self-appraisal, with the focus on performance appraisal apart from other attention to quality and ability. Different appraisal methods are adopted for different employees, with the emphasis that the responsible people should appraise. By sticking to the principle of maximal quantification and most segmentation when quantification is impossible, the system of...