The Design Of Performance Appraisal System On KPI Of PR Company

Staff performance appraisal as the central human resources management, human resource development and management in a position control system is the field of human resource management part of one of the most challenging is the development of corporate training, job adjustments, salary adjustments, personnel personnel changes and other important reference for decision-making, increasingly influenced by management attention. The KPI (key performance indicators) as the core of the enterprise performance evaluation system is a scientific and reasonable definition of performance appraisal based on the KPI goal. KPI is defined as the key scientific and effective evaluation system, which not only affect the objectivity of assessment results, but also the implementation of incentive policies for employees of the foundation. However, although most companies have their own current performance appraisal methods, but the organization and employee performance appraisal forms, methods, results of satisfaction is very low, complaining about unfair evaluation results is often visible. Many problems are caused by lack of scientific enterprise, effective KPI caused. In fact, KPI definition process is the biggest problem facing the target difficult to quantify. Currently, most companies are more or less on the KPI definition, there are some problems, some companies clearly contrary to the principles and targets set, part of the business sector to consider only the work matters to the neglect of the contribution of the whole process of organization, even Some enterprises in accordance with the subjective views of managers to set targets, strong subjective arbitrariness.In this paper, based on previous studies, the PR company as an example of KPI-based performance appraisal system design, implementation, commissioning and evaluation of the overall process. Article follows the questions, analyze problems and the idea of a study to solve the problem. First of all, ask questions, describes the research background and significance of the issues related to domestic and foreign research and theoretical analysis; Secondly, a comprehensive analysis of the status of PR and corporate performance assessment problems, and then in the survey and staff interviews and other operations Designed based on the KPI as the core of the performance appraisal system and practices, and finally test run to give the relevant evaluation.