The Optimization Design Of Performance Appraisal System Of NJTT Group

Currently, global competition become more intensified, to establish a high-quality, asuper personnel is the enterprise core competitiveness and the key to maintain acompetitive advantage in global competition. The core of enterprise management ispeople’s management; the core of people’s management is performance management.Performance management is the tool for enterprise development strategies landing andalso is the very critical factor affecting the survival of enterprise. NJTT experienced along-term development since2007; it has accumulated to raise26.7billion Yuan,20billion Yuan for investment till2011.But the company’s performance appraisal system isnot systematical, such as evaluation system, the main examination, assessment methodsand so on are not very appropriate. Human resources needs to be filled, the performanceappraisal should be optimized urgently.In this paper, with NJTT’s background condition and performance appraisal systemanalysis and based on an extensive review of the performance appraisal theory to optimizethe design of performance appraisal system. Before design of performance appraisalsystem, departmental responsibilities, job descriptions and job analysis are re-combed.Based on all of these work we have designed NJTT’s three level performance appraisalsystem. They are department level, department manger level and normal employee level.Different positions qualifications focus during three levels of design performanceappraisal indicators. Mainly based on results-oriented and behavior-supplemented, theindicators weights are different. We try to form a rational and different performanceappraisal system. New performance appraisal system is trying to be objective, fair andimpartial. The new system not only can explore potential employees but also can help thepoor performance of the employees’ growth, and ultimately help the realization of thecorporate strategic objectives.