Research On Y Logistics Company Administrative Personnel Performance Appraisal System

Today, human resources has become the primary in the development of the enterprise. The key to winning is completes the human resources management. Performance appraisal is the most important part of human resource management, which is powerful tools that can enhance cohesion, foster teamwork, continuous improvement employee and business performance. It is the important mechanism can help enterprise to achieve its strategic objectives. However, due to various reasons, Y logistics company in the development of human resources management is relatively lag, especially in the mechanism construction of performance appraisal system exposed more problems, more employees can not reflect their performance problems, already can’t satisfy the requirement of scientific management, talent development and goals.From Y logistics company’s basic situation, this article based on the background of management, investigated and analyzed the current status of the division performance appraisal system, found problems and combined with relevant theory to improve the company administrative personnel performance apprasial system design. Aims to improve the company’s performance apprisal, the personal performance promotion and scientific management level. It will provide new power to ensure that the company achieve strategic objectives.According to the questions, analyzing it and solve the problem of the research train, combined literature research, case studies, questionnaires and interviews with the actual conditions in the company development and human resource status, using the modern human resources related theory knowledge for system analysis. This study shows that Y logistics company main problems of the system is not clear to performance appraisal target positioning, the management of performance appraisal are neglect; main body, cycle and method of performance appraisal set unreasonable; especially there is no evaluation criteria in the indicators and strategic objectives, divorce between them. These problems make company employee performance appraisal results lack of accuracy, also hard to reflect their performance and achievement. In addition, company lack of performance appraisal system, coaching, feedback and the results of it using simply. Therefore it can not make improvements to play an important role in the promotion of performance and development. To solve these problems, this paper focus on various aspects of performance appraisal system for the improved design, strengthening the business managers of the importance of performance appraisal, repositioning their understanding of performance appraisal purposes, subject to the assessment and periodic re-set, improve administration employees’ appraisal indicator system and performance feedback, the results of the use. The improved performance appraisal system not only solve previous problems, but also simple, practicality and strong operability. It is easy to adapt and stronger connectivity than the original.This study may also has a certain reference to enterprises improve performance appraisal system which is similar with Y logistics company.