The Research On SG Optimization Design About Bureau Performance Appraisal System

With the rapid development of information technology and economic globalization, companies are facing increasingly fierce competition in the market environment, which requires its own management companies raised higher and higher.As a key part of the performance management, appraisal performance management is used to protect and promote the orderly operation of the internal management mechanism, to achieve the kind of enterprise management behavior management objectives required.The success or failure of performance appraisal directly affects the effectiveness of the entire performance management process.Therefore, how to design an effective performance appraisal system and method, and continuous improvement in order to adapt to rapidly changing internal and external environment for businesses or institutions to establish core competitiveness, establish a competitive advantage has important significance can not be ignored.In this paper, SG Bureau for the study, based on in-depth analysis of its performance appraisal situation, problems and causes, we construct a performance evaluation method based on KPI performance appraisal method and 360 performance appraisal method.We also found a new construction of performance appraisal index evaluation system for employees at different management levels, and propose appropriate safeguards and recommendations.(1)By analyzing the status SG Bureau of performance appraisal, problems and their causes, we found the existing performance appraisal program in a particular embodiment, there is a mere formality, such as performance appraisal, assessment indicators are mostly subjective, irrational cycle assessment, performance appraisal results of the lack of effective feedback and application issues.The main reasons are that the attention and support of leadership are not enough, the lack of awareness for the purpose of performance appraisal, and the performance appraisal methods selected are not improper.(2)We suggested SG Bureau to use a top-down, bottom-up, self-assessment and 360-degree assessment methods combining peer assessment, combined with the use of KPI law, for different employees, set a different appraisal cycle, arrange different assessment personnel assessment, assessment methods and strive to achieve more targeted, more scientific index system.(3)Performance evaluation method for the improved SG Bureau, propose appropriate safeguards and recommendations. For example, leaders at all levels to improve the emphasis on performance appraisal, foster leadership concept with the times, and improve the overall management of quality control, performance evaluation indicators for more scientific and meticulous design and take advantage of the assessment results, to ensure that performance the effective implementation of the assessment to the greatest extent possible to promote corporate strategic goals.All the Results will help to improve the efficiency of the performance appraisal management of SG Bureau, and improve both its human resource management and the company’s overall competitiveness.They can also provide a theoretical reference and method of performance appraisal guidance to other similar companies.