Research Of Performance Assessment System Designing On Target Management

Personnel are the most important resource in enterprise management, and personnel management is also the lasting subject for enterprise manager. Human resources management is a work with strong practice, not performing as expected only with strategy while without methods. Management guru Peter Drucker once said, "If you can't assess, you can't manange." As a way of evaluating staff performance, performance has been a vital part of enterprise human resources management. For businesses, the establishment and improvement of the performance assessment system is thus particularly critical.With the business "XX" as the research object, through analyzing its performance assessment status, the thesis finds that the existing performance assessment system lack scientific and effective assessment indicators, leading to too many subjective factors in assessing, and assessment lacking objectivity and operability; therefore, based on MBO and KPI theories, applying comprehensively methods such as brainstorming, fishbone diagram analysis, weight factor judgment and target matrix decomposition, the thesis redesigns the performance assessment system of the business, to enhance the scientific quality of performance target to every specific sector and ensure the performance assessment is effectively implemented.This paper has six parts, the specific contents are as follows:the first part is an introduction clarifying the purpose and significance of the research and determining the content and methods; the second part reviews the related theories of the performance appraisal, highlighting the methods MBO and KPI etc; the third part is the analysis of the human resources and performance appraisal status of XX and identifies the deficiencies of the existing performance appraisal system; the fourth part is the improving design for the performance assessment system of XX, a new performance appraisal system plan with the integrated use of management by objectives (MBO) and key performance indicators method (KPI), the main innovation of this study consisting in the improvement of the constructing method of key performance indicators; the fifth part makes suggestions on each key procedures of the new performance appraisal system implementing; part six is the summary of the performance assessment system designing of XX. Through the performance appraisal system redesigning for the enterprise XX, this article is counted on to offer some constructive views in integrating theory and practice of the performance assessment for business managers.