The Solution Of Personal Evaluation System For Grassroots Managers In A Company

Human resources are one of the key factors in the success or failure of an enterprises. How to attract enterprises and the introduction of various positions talents and rational and efficient use of personnel and human resources, cost control, how to make human resource plan with the long-term development of enterprises and institutions, these are human enterprises major issues facing resource management department. In the modern business management, personnel evaluation is undoubtedly an effective talent management evaluation tool. Talent assessment is based employee knowledge and skills, experience and other experiences as a carrier for personnel selection, evaluation and development. In the modern business management, personnel evaluation not only for workers employed by the selection, but from the performance appraisal, training is determined to career planning, have a broad and increasingly important role.Grassroots managers in the organization plays a role in the management of the nexus, is the executor of corporate strategy, continuity of its ability to quickly upgrade and capacity has become a key part of corporate strategy to achieve, which is to ensure sustainable development of enterprises. Selection of grass-roots enterprise management, appointment, training and development has already become an important task of enterprise human resource management process faced. Therefore, for the talent evaluation business line managers, as well as how to build grass-roots management for enterprise personnel evaluation system, which are business focus, will also play an increasingly important role in the management of enterprises in the process.In this study, for the case of Company A background of expectations based on competency model and A grass-roots management company employee characteristics, the original evaluation system optimization and improvement, building for Company A grassroots management personnel evaluation system. This paper is divided into six chapters, the full text of the research in order to evaluate the main level managers, combined with the existing literature, complete the following tasks:(1) The competency model as a theoretical support, analyzes the current situation of Company A grass-roots management staff, from the perspective of the role and capabilities to establish a grassroots management competency model;(2) Analysis of the current situation and problems of Company A grass-roots management personnel evaluation, put forward ideas to solve the current problem is to build a grass-roots management personnel evaluation system;(3) The establishment of a grass-roots management personnel evaluation system, research to grassroots management competency model based on the grassroots level management personnel evaluation system is divided into six dimensions, including 29 variable elements, and then empower the use of AHP, combined with gray comprehensive evaluation to determine the assessment scores level management personnel.(4) A company proposed to promote grass-roots management personnel evaluation of improvement strategies and safeguards.The innovation of this study is reflected in:(1) In this paper, talent evaluation business line managers as the main line, combined with the existing research literature, the competency model as a theoretical support, analyzed the current situation and problems of Company A grassroots management talent assessment, in view of the problem, a comprehensive a company’s development strategy, culture and internal and external environment, built up a system of indicators for company A grassroots talent management.(2) Select the AHP and gray comprehensive evaluation method of evaluation of the combination, combined with strategic requirements and enterprise features of Company A, as A company set up a standardized level management personnel evaluation system.