Performance Appraisal System Design Of Shanxi Coal Group Caojiatan Coal Co.ltd

Human resources(HR) is the primary resource of enterprises, especially in today’sKnowledge Economy Era, the role of HR becomes more prominent. Different from the past,today’s enterprises are facing more intense competition. In order to survive in the highlycompetitive environment, enterprises not only have a certain scale, hard power such as abundantcapital and technology, but also have a high-quality HR team and advanced managementmethods and concepts. Performance appraisal system is the core content of human resourcemanagement(HRM). Formulating an effective performance appraisal system, which can matchthe enterprise actual condition, plays a vital role in motivating the staff, allocating efficientlyenterprise’ HR and further improving the quantity and quality of HR, providing the talent poolfor enterprise development.Firstly, the author analyses the theories and methods of performance appraisal at home andabroad, as the theoretical support of the full text. Secondly, the paper carefully analyses theperformance appraisal of Shanxi Coal Group Caojiatan Coal Co.Ltd(SCGCCC) and finds out theproblems existing in the original performance appraisal system. These problems are mainlymanifested in: the original appraisal program lacks strategic guidance and pertinence, postresponsibility is not clear, the system lacks quantitative criteria, appraisal results are improperlyused, motivation for employees to learn and grow is inadequate, and so on. To resolve thoseproblems, through the investigation of more than a dozen similar domestic large coal enterprises,the author investigates the successful experiences and failure lessons in HRM, especially in theperformance appraisal: motivation-oriented, contents of appraisal, appraisal methods, safeguardmeasures, and so on. On this basis, combing with actual conditions of post nature and postresponsibility in SCGCCC secondary units, the paper designs the performance appraisal systemin detail. In the system, compensation is divided into three parts: post salary, merit pay, subsidies and allowances, the merit pay is determined by performance appraisal results. The paperformulates a hierarchical, classified and full-covered system which is respectively responsibilityfor the performance appraisal of secondary units, the person in charge of secondary units and theinterior of secondary units. Different appraisal methods are formulated according to post naturein secondary units interior. Appraisal index systems are established corresponding to each leveland category, the meaning, weight and scoring method of each index are given in detail. Thenthe paper also gives the appraisal methods of performance appraisal results and the calculatingmethods of merit pay. This scheme is targeted, easy to operate, can be implementedimmediately.The research result of this paper can provide the theory instruction for resolving existingperformance appraisal problems of SCGCCC, meanwhile, can provide information and referencefor performance appraisal system design of other coal enterprises.