Improvement Research On Headquarters Staff Personnel Performance Appraisal Of Jinshen Group Co.

Performance appraisal system has become the prime factor in modern enterprises, no matter in the human resource management and business management. It guarantees the smooth implementation of corporate strategic objectives and effective supervision. The performance appraisal system is a dynamic process of continuous adjustments and improvement, in harmony with enterprise reform and development. Against the background of ferroalloy smelting industry downturn and the national introduction of the comprehensive management policy towards smelting enterprises, the implementation of the performance appraisal system has a very positive and far-reaching significance for enterprises. Therefore, it is profound for managers to develop a set of reasonable performance management system. Guided by the Balanced Scorecard theory and Key Performance Indicator theory and according to the working characteristics of the headquarters personnel, this paper analyzed the current performance management of headquarters personnel in Jin Shen Co., LTD on the basis of domestic and overseas research achievements on performance management.And some problems are found, such as the performance management system being not strategy-oriented, the checking methods being not reasonable, and performance checking results being not applied completely.Mainly due to the following aspects: uniform concept of high-level managers, lack of performance culture, insufficient understanding of performance appraisal system, unskilled human resources professional management abilities. Because of their difficult performance measurement and different working responsibility, a special performance checking system based on personnel classification must be set up. We use the different checking methods to the different personnel. For example, the senior headquarters personnel should be evaluated by project performance, team performance and personal ability. The middle level of headquarters personnel should be dominantly evaluated by project performance and the assistant headqua rters personnel should use KPI method.The implementation can be divided into the following five steps: project start phase, publicizing phase, design phase, commissioning phase and formal implementation phase. The improvement of the performance appraisal system can promote Jin Shen Group to turn its company strategy into practical action for specific positions. Through individual performance objectives of the implementation process and results of monitoring, close connection between performance appraisal and individuals, learning and growth of staff are promoted, so as to enhance the overall competitiveness of Jin Shen Co., LTD.