Research And Design On The Performance Evaluation System Of XX Group Company

As the organization structure of the flat, network, flexibility and information technology, enterprises of staff requirements continue to improve, and the staff considered the most valuable asset in the era of knowledge economy, as Andrew Carnegie said,"take my staff, to leave shortly after the factory, the factory will be full of weeds; take away my factories, my staff to stay, soon we will have a better plant". Obviously, Employees are the creator of enterprise value. Management of employee concerns the cultivation and promotion of enterprise core competitiveness, is more about enterprise’s success or failure. How to manage employees, make its can give full play to their potential, improve work efficiency, is the topic of modern enterprise constantly thinking.XX group is a typical state-owned energy enterprises, existing problems in the performance appraisal of universality and quite representative, researches on the performance appraisal problem of XX group also has universal significance, so we choose XX group as the research case study. We first study the XX group performance appraisal situation, found the performance evaluation criteria is not clear, evaluation standard master too wide, evaluation results have not been effectively applied to such problems, and in-depth analysis of the reasons for its existence. Secondly, XX group’s strategy, department functions, subsidiary’s strategic positioning is defined; on this basis, from the company, Department, position for the XX group has established performance appraisal system of key performance indicators (KPI) and key performance index weight of the design; The implementation of performance assessment program was redesigned; thirdly, completed the design of safeguard system of performance appraisal of the implementation of XX group; Finally, the XX group creative achievements in the design of performance appraisal system are summarized.The innovation of this paper is to highlight the people-oriented, motivate staff from the spiritual or psychological, and make people sincerely convinced. At the same time, according to the enterprise environment change, size up the situation, accurately grasp the situation, formulate corresponding policies, resulting degree.