To Design On System Of Performance Appraisal Personnel In Yan Bian Post

Human Resource Management is a systematic project compromising withmulti-dimensions from strategy to practical operations, among which performanceevaluation is a core element being able to increase the level of Human ResourceManagement; a pivotal role being played in building complete incentives and achieving thestrategic target for an enterprise and helping staff grow. Therefore, the study on performanceevaluation has important practical significance. The essay is about the preliminary study onhow to design performance appraisal systems of YanBian Post.Post enterprises is affiliated with state-owned enterprises, committed to universalservice, community business, which considers social benefits first, followed by economicbenefits in operating activities. Given that special background, the economic benefits ofYanbian Post have been growing. However, compared with benefits of growth, theimprovement of various management levels is at a relatively slow pace especially on theissues concerning Human Resource Management, which are numerous. For instances, theprofessional thinking and behavior of staff is weak along with the fact that many areunqualified for their positions; also, the construction is unsound; an overall low academicquality of the staff as a whole; a lack of systematic training systems; imperfect talent runningmechanism; a backward approach to talent management, etc. All those problems concerningthe enterprises have been an obstacle in the path to grow, in accordance with therequirements in the course of reform and the innovation of management, enterprises aretaking advantage of this opportunity to reform and rebuild performance evaluations and paysystems. The aim is a promise of scientific performance evaluation and incentivescontributing to a higher level of sound and rapid development for enterprises.First, Performance Evaluation can’t reflect the real situation of each staff with theresult shown no differences and mean-optimality; Second, people to take the evaluation haveinsufficient understanding towards the aim and are unscientific on the technique andmethods. Third, the direction to support the strategy of Pay System is unclear. The last，thelack of correlation of Performance Evaluation.In this paper, the Post Office of Yanbian Korean Autonomous Prefecture is the research object. Human resource management, performance appraisal, and pay incentives are thetheories upon which the overview is based and, combined with the actual situation ofYanbian Post, introduce the overview of the Yanbian Korean Autonomous Prefecture Post.The problems are found in the Human Resource Management of Yanbian KoreanAutonomous Prefecture Post Office, based on the analysis of the situation of Yanbian Postand the “status quo” attitude of the staff. The paper is focused on the analysis of the actualsituation of the Staff Performance Appraisal and Pay System and points out the problems anddeficiencies of the current Performance Appraisal and Pay System as well. Also, for theimportance and challenges of current Enterprise Performance Appraisal System in thepractice of Human Resources, a newly-designed Performance Appraisal System combing(complying) with the actual business comes.The idea of Yanbian Korean Autonomous Prefecture Post Office PerformanceEvaluation System is based on the nature of the work to classify the employees andimplement the Performance Evaluation, combining conduct and the results of performance,which not only evaluates the degree of the staff’s efforts, but also has a look at the results oftheir performance. The mode makes the staff give full play to their initiatives and promotesthem to work and achieve the overall objective of business with due diligence. The build ofPay System adheres to fairness, incentives and strategic direction, the principles of outsidecompetition and the new model is closely linked to their income with responsibility, thedegree of risks, and the value of their positions resulting in the reasonable range of income.Performance Appraisal and Pay System is redesigned to realize the qualitative to quantitativeconversion of Performance Appraisal, to activate the internal distribution system and fullymobilize the employees to work, which has very important significance to the long-termdevelopment of the enterprise.(remuneration)Finally, the building and improvement of Performance Evaluation System requiresideas, organization, and the support of concerning systems, which demand to absorbadvanced experience and scientific theories, especially as the result of the reforms of thepeer Brothers Enterprises operating scientifically and the process of operations is kept thesame with the aim and timing to correct and continue improvement.