Optimal Design Of Performance Appraisal System Of MH Department Store

With the global business competition increasing intensely. In order to hold the existing market share in such complex market, as well as to satisfy the different consumer requests, the way of competitions are going similar of the characteristics.Thus the internal management of the person will decide the merits of the enterprise development, that means the effective management of human resources will play an irreplaceable role.The final task of the enterprise Human resource management is to attract the required talent into the enterprises, and develop their potentials encourage their hard working to achieve the goals. However, the management side also awares that the Personnel development and management have to be achieved by a systematical scientific performance appraisal system. Performance management is the core area of human resources management. These performance management functions can not only be used for corporate human resources systems management, but also as fundamental guarantee for sustainable development, which ensure the implementation of the enterprise strategy. Performance management system is based on scientific design, methodology selection, information feedback, the system to adjustment and the adjustment between improvement of the daily management of their human resources and business strategic objectives, so that the enterprise can have a continuous and stable development.Due to the global financial crisis in 2008, many enterprises changed their business strategy to the inland, in addition, the foreign enterprises have had a large part of sub-market share through expansion their business in China; this is no more than a challenge for our enterprises, especially for the domestic small and medium department stores. So as soon as the companies cut costs in response to financial crisis, they began to adjust their own internal organizational structure, re-examine many management problems, as well as adjust and implement the staff performances and the corporate strategy with a scientific staff performance appraisal system.This thesis is based on the basic theories and methods of the performance appraisal and performance management. After reference of the books and literature, analysis the existing problems during current performance appraisal process for MH department stores, a key performance indicator (KPI) is finally designed as the core of the performance appraisal system. The relevant supporting plans and programs are also developed. The analysis is done through the quantitative and qualitative indicators of KPI for the MH Company's management. This Key performance indicators (KPI) is a performance favorable method, which can be used as a tool for each business strategy, every department of the company, even by each key working position, it can also be interacted with the business environment and the organizational strategies. In China, many enterprises have failed to achieve the existing performance management, the reason there is no. clear strategy for the direction, KPI is effective in improving such weakness. It connectes the company's strategy plan to the performance of individual employees, improved the weakness of extensive use of subjective qualitative assessment indicators in the past, but also enhanced the transparency and the maneuverability for the process evaluation. So KPI can be used as a management tool to solve such performance management weakness, as well as increasing the overall management level and ability of adaptations.The article is written by actual research, via the interviews of the existing performance assessment of the way to study, use the target management and the key performance as a method, from the business into account the objectives of strategic, including the environmental factors of different levels, combined the characteristics of its positions, quantify the performance appraisal system for MH organization of departments and positions level of the most important element in the examination, during the performance evaluation plan and the implementation process, mix together with different times of implement, finally achieve the implementation of the company performance appraisal system enterprises in the promotion of leading role and the core competitiveness.