The Research Of Staff Evaluation System In HNNYC

In recent years, the telecom companies began to seek operational mode of transformation as a factor ofproduction, human resources, enterprises and society has become a basic source of power. With thecontinuous development of society, human resource management, performance management will become akey business survival, development, and gain a competitive advantage. It is the core of human resourcemanagement and development, and also the most difficulty and systematic evaluation of projects. Scaleevaluation system, the number of indicators assessment gradually dilute the strategy, structure, andmeticulous management effectiveness indicators became the leading operators in the assessment indicators.First, the paper analyzes the current situation and problems of the company’s performance appraisalsystem, the status quo of the of HNNYC Branch staff performance appraisal system includes financialclasses indicators, customer type indicators internal working class indicators and learning and growth classindicators. The analysis of the existing problems of the staff performance appraisal system analysis;performance appraisal objectives and strategy are not clear, the lack of performance feedback, employeeengagement is not enough, the performance of the implementation and communication are not in place, theevaluation results have not been fully utilized.Secondly, the paper presents HNNYC branch staff performance appraisal system improvements.Combined with the actual situation of the Company, and to draw on the practical experience of the relevantindustry, to improve and optimize the professional staff of the Company’s performance appraisal system.First, the performance appraisal index system designed to protect the company accomplish strategicobjectives; improve competitive advantage for the company. Clear evaluation of the main body and theevaluation of the range of key performance indicators and their standard. At the same time, this studyfurther clarify the application of the performance appraisal cycle processes and performance evaluationresults.Finally, the paper presents the implementation of the safeguards of the staff performance appraisalsystem improvement program. Including the establishment of driver performance management organizationsystem, set and clear the primary duties of the relevant agencies, and strengthen the performance appraisal knowledge training, follow-up to the implementation of the performance guidance and feedback appraisalsystem.The papers will be more performance results applied to the personnel evaluation, training andon-the-job exercise, whether employees or businesses have positive significance. The papers illustrate thefeasibility of the system from the point of view of the actual operation, and show the actual practices in theenterprise can provide ideas and guidance related to enterprise performance management can refer to theexperience.