The Analysis And Suggest Of Performance Appraisal In Pokou Economic Development Company

The performance appraisal evaluates the performance and the work product of the staff under the set goal and target,so that it can influence the staff by the results. Performance appraisal plays an important role in the business management. Nevertheless, due to its multi-element, multi-dimension, dynamic properties, and the emotional factor of examiners, it has yet to obtain satisfactory results. Of all the aforementioned factors, the unscientific design of the index assessment system is one of the main causes.This paper presents an index system for performance assessment as well as the principles of its design, and analyzes the theoretical underpinnings of performance assessment index systems and designing of these systems on the basis of case studies, and finally presents a complete set of assessment indices, weighing factors and appraisal system in terms of the stuff, the middle-level,the management layer.Pokou Economic Development Company is controled by Pokou Economic Devlopment Zone and the important zone of manufacturing industry in Jiangbei New Area.It operate three zones,now the Qiaolin New Zone plays the most important role of them.The industrial structure of the others will change in next 5 years.The performance appraisal is used in 2013 with the experience of the performance appraisa in the companise and governments.In the other word, Pokou Economic Development Company is not the traditional company.Its obligations look like the government.The performance appraisal is a good way to improve the internal management system, activate employee and reduce management cost.In the last 3 years, the company did its best to make the performance appraisal perfect.By the study of the performance appraisal in Pokou Economic Development Company, the data of the company and the performance appraisal result in 2015 and suggest from the stuff and departments, the writer try to know the situation of the performance appraisal between 2013 and 2015 in Pokou Economic Development Company.The performance appraisal in 2013 and 2014 focus the task decomposition in the primary stage, by monthly evaluation or annual evaluation.It evaluates all departments, not the staff.It is not a reasonable system.The result is that the stuff did not care about the performance appraisal.The performance appraisal in 2015 has greatly change.Firstly, it has the rule of the index weight and the formula mode, adds the democratic ideas,begins the evaluation of the staff with the set index weight and formula mode.The writer studies the organizational structure, the solution preparation process and the scheme establishment method by talking to the staff, comparing the difference between the performance appraisal in 2013 and the performance appraisal 2015.Then the writer finds something that must be solved in the performance appraisal of Pokou Economic Development Company.For examples, the unreasonable goal, the rule imperfection, the non-objective result, the differentiation of the internal under the democratic evaluation, insufficient prepare, an unbalanced view of the performance appraisal. And the management layer do not pay the performance appraisal in the important way.And the the performance appraisal of Pokou Economic Development Company is behindhand from the advanced companies.These problems plays negative influence. And the result is that the performance appraisal of Pokou Economic Development Company can not play a good role in incentive mechanism and inner management. In practice,the stuff and the departments of Pokou EconomicDevelopment Company do not understand the performance appraisal.The previous preparation of the performance appraisal is insufficient. The data of the departments is disorder.Under the analysis of the performance appraisal,the writer makes some advise to perfect the performance appraisal. For examples,having reasonable setting goal,perfecting the index weight, adding the employee cultivation with the result of the performance appraisal.In the practice,first of all, we must improve the performance appraisal process.Complete performance management process including the choice of performance goals, performance appraisal, performance communication, process improvement, and the application of evaluation results. And the Pokou Economic Development Company must have normative assessment process. The performance appraisal will have reasonable setting department examination content.In the years every departments have an opportunity to commit changes performance appraisal indicators.The results should pass the leadership agreed.The inspection rules is added to the performance appraisal of Pokou Economic Development Company.The third one is to change the weight coefficients of performance appraisal results. Various departments will be in strict accordance with the stipulated by performance appraisal work table. The leading group of the performance appraisal in Pokou Economic Development Company will rate after reviewing the materials.In order to reduce the subjective effect, the performance appraisal will reduce the head grade proportion.Forth,enhance the degree of attention to the performance appraisal.Performance appraisal works of the positive role not only embodied in the department for examination and assessment of work performance, stimulate staffs work enthusiasm, but also wants to reflect in promoting the development zone of each work perfect, improves work efficiency.Management must improve the operation management process of the whole company about performance appraisal work, increasing the importance of this job.The last one,enhance performance evaluation incentive.At present, Pokou Economic Development Company performance appraisal result differences mainly embodies in the difference of performance pay.To further improve performance wages accounted for the proportion of total wages, increase from 3000 yuan a month of performance-related pay to 5000 yuan a month.Performance evaluation results as the important basis of comparison good employees by the end of and improve the incentives for good employees.The results of performance appraisal and staff to join the party, promoted and recommended. Some assessment results will be talented staff on standby cadres training, at the right time to promote to the middle management team.For some assessment results are not ideal employees, organize regular professional training,enhance the professionalism of the work, improve the efficiency of their work, and they communicate with good staff arrangement, found in time.Although this paper is for the State-owned development platforms,it can gives some useful advise for the same type enterprises.