Research On Optimization Of Performance Appraisal System For CX Company

CX Company is a leading international financial services company since1980s in Chicago, after more than20years development. CX has listed in NASDAQ in2001. At the same time the company has grown into a global company, and more than a dozen offices around the world. CX Chinese Company established in China in2005, after several years’rapid development, China has grown to CX important data and operations center. However in CX China, there are several issues including high staff turnover, low employee satisfaction, poor management, inefficient work. This is also the core problems to affect the company’s further development. The main reason for these problems is that the performance appraisal system problems. So we are interested in CX performance appraisal system, what problems and how to optimize and improve, this will be the focus of the paper. We all know that the success of the performance appraisal system is the success of the business. In the successful enterprise, the successful performance appraisal system is an important cornerstone. The common defect performance appraisal system is that it often focuses on performance appraisal, only concerned about the lack of the realization of the performance appraisal indicators, competition and incentives. Practice has proved that the competitive and operating environment is different, only departure from the company’s strategy to change the traditional performance appraisal system, the construction of an effective performance appraisal system same with the company’s scientific development to improve the level of management and operational efficiency, achieve corporate strategic goals.This article focuses on research CX performance appraisal system. Through the analysis of the situation of the current CX performance appraisal system, and pointed out that at the moment, the CX companies current performance appraisal system does not function as expected, there are a lot of issues, employee performance appraisal results either excellent or good, there is little assessment of the Poor, if there is no penalty to performance unqualified staff, equivalent punishment outstanding staffs. The performance appraisal indicators is not the same, can not motivate the positive effect of the employees. In the beginning of the article, through research and analysis of the advanced nature of the performance appraisal system theoretically, then proceed to the actual stage of the company’s performance appraisal system for CX, mainly using the survey method, to analyze and study the CX performance appraisal system and its problems, and further find and study the reasons for these problems, the next CX’s current performance appraisal system based on the results of the study carried out a certain degree of optimization and improvement.First step, to strengthen the company’s manager importance of the performance appraisal system, second step, to enhance the knowledge of the performance appraisal system for all employees and training all employees of the CX in ideological and performance appraisal system recognize cultural significance and role of the company and individual employees, and further to strengthen all-round performance appraisal system construction and improvements; strengthen the role played by the HR in the performance appraisal system, reflecting guide the establishment of the index system of performance appraisal, after a reasonable application of science and objectivity, fairness and impartiality of the supervision of the company’s performance appraisal process, to ensure that the results of the performance evaluation of the work of checking performance appraisal; change the way of performance evaluation of a single topic, change the original single assessment, performance evaluation, peer assessment around assessment and360-degree attitude capacity assessment as a whole, taking into account both the objective of performance appraisal also increased from the performance appraisal of the future and comprehensive assessment of the overall quality of the staff; improve and enhance the performance appraisal results to improve the communication of performance appraisal and feedback to improve the results of the performance appraisal and wages promotion, job promotion, and training and development directly the results of the performance appraisal and promotion, promotion, training opportunities linked; proposed the establishment of a full range of performance appraisal system.