Chonggang Company Of Performance Appraisal System Optimization Research Based On Balanced Score Card

Chongqing steel co., LTD is one of the most important iron and steel enterprises in chongqing, is A state-owned joint-stock company, is now in the a-share listed. In this article, through questionnaire survey, found the company original performance evaluation system exist the following problems: 1) the concept of performance appraisal is not yet deeply rooted in the hearts of the people, also need to strengthen propaganda guidance, upper mesosphere managers learn training; 2) process and results of performance appraisal and the correlation between corporate strategy implementation is not strong; 3) company is the lack of perfect system of performance appraisal method, index is messy, weight design of casual, targeted on employees’ performance is not strong; 4) advanced performance appraisal evaluation link did not play incentive, enhance the role of organization and individual performance.Issues on the questionnaire survey, this paper argues that the unit performance evaluation system to the corresponding significant improvement, in order to motivate the members of the organization to improve performance. So this article research goal lies in for the chongqing steel co., LTD to optimize performance evaluation index system.In this paper, the main structure is as follows: the first chapter is the introduction part. The second chapter introduces the main theories and methods used in research institute. The third chapter introduces the present situation of chongqing steel co., LTD performance appraisal, through the questionnaire survey analysis of the main problems of appraisal. The fourth chapter based on the balanced scorecard theory, for the entire organization to establish a performance evaluation index system. And middle management jobs in manufacturing department, for example, to build up the index system of performance of the position, analytic hierarchy process(AHP) is used to determine the index weight calculation, 360- degree performance appraisal method and fuzzy evaluation method is used to complete the quantitative calculation of the performance. The fifth chapter based on the problems existing in the original performance evaluation system, by optimizing the performance appraisal process and the results are given.