The Research Of Human Resource Performance Assessment System In Jing Shi Gou Coal Mine

With the rapid development of the global economy,human resources management inenterprise management is getting increasingly serious,and the assessment,which is in acentral location, has been concerned by the business.Therefore,how to build a reasonableassessment system,which is the most helpful for the assessment,enterprise andemployees,has been a problem among the businessman.It is also a hot topic in the academicgroup.KPI method is more and more widely used in the enterprise,because the consistency ofKPI emphasizes that all levels of performance indicators,and largely prevented the enterprisestrategic dilution.However, it is difficult to achieve effective design of KPI in practice. JingShi Gou coal mine is a40years state-owned coal enterprise,although after the baptism of themarket economy,it has been introduced many modern enterprise management mechanism,thetraditional experience based management still restricts the development of enterprises. Withthe method of key performance indicators and the balanced scorecard theory,this paper tries tofurther explore the effective enterprise human resources performance appraisal system.The paper first carries on the analysis to the existing human resource performanceassessment system of Jing Shi Gou coal mine,and Introduced the present status of theperformance evaluation system of organization, human resources, including the examinationmethods and composition, the author has pointed out the problems in the existingperformance appraisal system, and analyzes the causes of them.This paper focuses on usingkey performance indicators (KPI) method to the design of human resource performanceassessment system of Jing Shi Gou coal mine, the balanced scorecard model from the"benefit","customer","security","internal management process","staff satisfaction","learning to grow," the6dimensions of mine level, department level, employee level KPI layers of decomposition, the whole process to several representative departments and somepost as an example, describes the relationship between all levels of key performanceindicators.Based on the runnig assessment test among the11new middle-management,thepaper evaluates the new performance appraisal system,and draws a conclusion. Finally, itputs forward some improvement ideas and provides a framework for further research for theperformance appraisal system.