The Research And Design On All Staff Performance Appraisal Of JiangSu A-Life Window Industry Group

With the development of the internationalization and informatization, every country faces a more and more cruel competition, and then, the performance and performance management not only attracts more and more attention from the enterprises, but also becomes a hot topic in the academic world. As to China, with this background, lots of research achievements in this field are emerged, but, compared with the developed country, our research in this field is still in the incipient stage, and the actual effect of the practical application is not satisfied.In recent years, the industry of solid wood doors and windows is facing a furious market, which is becoming more and more standard and exoteric. As the top class company of this industry in Yangtze River delta area, Jiangsu Laifu windows group plans to grows up to the leader with its sound taking use of the cost controlling, new marketing policy, technology innovation and so on. It is paying enormous attention and money on the performance management. In September 2013, Laifu Group invited a consulting company to help it analyze the operation problem, study the solid wood doors and windows market, and worked out the marketing plan for 2014. Also, the primary performance appraisal for the marketing dept and its employees turned out to be effective, while there were some issues that need to be disposed.This article reviews the establishing process of the performance appraisal for the marketing dept and its employees in Laifu Group, and studies its success and boundedness, and points out the defects in its KPIs design to eliminate the deviation in practical appraisal and misunderstanding on the indicators, at last, it leverages the appraisal method to the whole company and make it an all staff performance appraisal.This paper focuses on the appraisal method of KPIs, and also contains others ways, mean while, this paper introduces a new appraisal method of parallel dept mixed the superior evaluation, and puts considerable attention on the appraisal results utilization. This paper also studies the Drucker seven business focus areas, BSC, KPI, FMD, CIM, and works out the system KPIs, and demonstrates the target and weight setting method. And, the author organizes a team to execute the appraisal and works out a to-do-list to ensure the success. What is more, this article involves the primary study on the performance appraisal communication, performance appeal, performance results utilization, performance improvement, the combine of the dept performance and individual performance, etc,.At last, this paper studies the supporting measures, including the striving for supports fromthe top management, establishing a cross function appraisal team and rules, more training and more communication, etc,.In one word, this paper establish an all staff performance appraisal base on the company’s strategic target under the equity principle, and the research results has considerable reference value for the similar industry...