Research Into The Optimization Of The Performance Appraisal System For JS Company Of Sichuan

Efficient Performance Appraisal System can not only help enterprises to accomplish the development goals and improve the executive force, but also set a direction for the growth of organization and its staff. According to related researches, only by establishing a Performance Appraisal System which based on the status of development can the enterprise improve employee’s execution earnestly, motivate staff’s work enthusiasm and stimulate staff’s creativity in specific work process. In the face of the complex under the condition of market competition situation, such a scientific and effective Performance Appraisal System can help increase group cohesion in organization and enhance the enterprise’s market competitiveness.After years of development in Sichuan, JS company has strengthen its market competitiveness and increased the market share, but because the company is in construction industry which belongs to typical labor-intensive industry, the company is gradually facing the increasing market pressure, on the one hand, gradually increasing Labour costs squeeze the original operating profit; On the other hand, companies have to face the pressure which is brought by outside competitors in technology advantage. In the face of such situation, it’s very important for JS company to figure out how to assess each department scientific, establishing a performance-oriented working style to introduce the concept of performance appraisal into staff’s daily life to fully mobilize employee’s enthusiasm and creativity.Based on introducing the related theory of performance appraisal, this paper made a deep analysis of the current situation of sichuan JS company’s performance appraisal and the existing problems, and then based on the problems existing in current appraisal scheme of JS company to optimize its performance appraisal scheme, which aims to construct a multiple performance appraisal model which based industry characteristics, matched with company’s development strategy and has a balanced scorecard. In the optimization scheme, the author respectively optimize the employee’s performance appraisal scheme and part of the performance appraisal scheme, at the same time, this paper not only focus on the establishment of performance appraisal indicators, but also on the optimization of implement process for performance appraisal, performance appraisal interview and the applications of performance appraisal results.In specific optimization scheme, using the key performance indicators to comprehensive assess employee work performance, work ability, work attitude, etc, in the meantime, closely linking the assessment results with employee compensation, position adjustment, training and other factors, which can great blend performance appraisal into the employees’ working details. Using the balanced scorecard to design appraisal index from dimensions of financial, customer, process, quality, growth to assess each departments’ performance, at the same time, in the optimized performance appraisal scheme combine department appraisal and employee appraisal to form a good interactivity, helping to form good interaction and complementary between department appraisal and employee appraisal. Also using the law of distribution of hard distribution on the assessment results staff and departments in optimization scheme, this move will not only help to make good competitive atmosphere within the enterprise, but also can greatly mobilize the staff’s work enthusiasm, thus improving employee and organizational performance. Finally in order to ensure that the optimized performance appraisal scheme to be more perfect and more operable, at the same time in order to guarantee the implementation of optimized performance appraisal plan, in the last part of this article, the organization, safeguard measures for performance appraisal are discussed from perspective of personnel and the mobilization, system guarantee and so on.