Kpi As The Core Of Performance Appraisal

Along with our country socialist market economy reform, and China’s accession to the WTO, our country enterprise more and more felt the pressure from international and domestic market competition, the enterprise competition pressure not only comes from the market, more is the competitiveness of the enterprise itself, and the competitiveness of the enterprise itself is more talented person’s competition, how to manage the good person, how to do enterprise human resources development has become the top priority of our company.Performance management is the key of the human resource management, in a core position. Performance management is more and more brought to the attention of the enterprise, has become the top priority in the work of the human resource management. And enterprise performance evaluation indicator setting often is enterpriseperfo rmanceevaluation system design of the key.Key Performance appraisal Indicators (kpis, Key Performance Indicators) method has been more and more enterprises adopted in the design of Performance appraisal system. Mainly because there are a few points:first, KPI emphasizes set performance indicators must be adapted to the development strategy of the organization, when designing performance indicators must be the decomposition of the enterprise development strategy, specific goals. Second, KPI and at the same time pay attention to in the process of enterprise implementation of the strategy of time, short-term goals and the short-term need to pay attention to the problem and solving problem, through KPI can be corrected immediately and adjustment, to lay a solid foundation to achieve the goal of forward. However, in practice we are all faced with a problem is how to design reasonable and effective kpis? The purpose of this paper is to discuss application of KPI in performance appraisal and how to establish a KPI in practice as the core of performance appraisal system.This article mainly is divided into four parts:the first part introduce the basic theory and knowledge of related performance appraisal;**company in the second part is the perfo rmance appraisal status quo analysis, find out the problem; The third part, aiming at theprobl em of**company of proposed solutions; The fourth part, to comment on the feasibility of the scheme.