The Design Of Executive Staffs Performance Appraisal System For China Tobacco CY Industrial Corporation Marketing Center Office

Abstract:With China’s accession to the World Trade Organization, Trade liberalization has become more and more popular so that Chinese tobacco enterprises which are under the protection of state monopoly policy measure for a long time are now facing increasingly fierce international competitions. In such international context,"Become bigger, Become stronger" is the most important goal of Chinese tobacco enterprises. Then how can we do that? How to manage well of the human resource which is the first resource as well as the most important strategic resources of the enterprise, will be the top priority of the enterprise development road. And Human resources management needs to focus on performance appraisal, which means make a suitable performance appraisal system will become the key point of the enterprise development.My thesis is focused on the executive staffs of China Tobacco CY Industrial Corporation Marketing Center Office. Although the marketing center has been aware of the importance of performance assessment, the incentive performance evaluation is still limited to sales, without the executive staffs, which result in their poor performance and lack of support for the sales. In order to mobilize the enthusiasm of the executive staffs, improve their performance, realize the center office’s annual goal assignment, my thesis design the marketing center’s performance appraisal system for the director of general office, administrative director and executive secretary. During this process, firstly, I learned a lot of theoretical knowledge and collected lots of literature data. Secondly, I obtained the leader’s support and help. Thirdly, I decomposed the strategic target according to the actual situation. Throughout the design process has always adhered to the fact as the basis, combining theory and practice with group discussion, confirmed the design of index weight by objective management, key performance indicator, balanced scorecard, and analytic hierarchy process in order to avoid the evaluation system not acclimatized.