The Theory Of Performance Appraisal Of SUCCESS Limited Company

With the advent of the era of knowledge economy,human resources become the most important resource;also,it is recognized as the most important assets of the organization,more and more attention by the organization.Human resources have already replaced natural resources as the core resources to obtain competitive advantage.Group should enhance the level of human resource management,and chocie which is the best point to keep talent,in order to create and maintain the organization's competitive advantage.Like an important part of human resource management,performance appraisal is the key link to improve human resource management level.Therefore,how to construct the performance appraisal system according to the enterprise's own characteristics and carry out the examination has become an important problem that all enterprises need to study.In this paper,based on the theory of performance appraisal and the actual situation of enterprises combined research methods,combined with domestic and foreign academia and enterprises in the performance evaluation of the theoretical development and achievements made a detailed study and analysis;and the more popular on the performance Evaluation theory and the implementation of the theory of a detailed analysis,such as the theory of target management,KPI thinking and balanced scorecard thinking and so on a detailed analysis.This paper studies the performance evaluation methods and the actual situation of many small and medium-sized enterprises,and conducts detailed research and analysis on their actual situation and specific implementation methods.Taking Chengdu Social Science Education Consulting Co.,Ltd.as an example,firstly,it analyzes and studies the general situation of the company.On the basis of it,it analyzes the current performance appraisal methods and implementation of the company.Secondly,The existing problems in performance appraisal methods are studied and analyzed in detail,such as the lack of sound evaluation mechanism,the over-simplification of evaluation index,the non-standard assessment process and the lack of feedback.Thirdly,in view of the existing problems,Combined with the company's actual situation to develop practical solutions.For example,according to different positions to develop appropriate assessment strategies,real-time tracking after the anti-loss and comments and further improve the assessment methods.The fourth part analyzes and evaluates the effect of the improved performance appraisal system to ensure that the improved assessment strategy meets the requirements of the expected and actual situation.Finally,from the perspective of organization,ideology and system,Technology,culture and training,and other aspects of performance appraisal share protection measures.In order to evaluate the effect of the improved performance appraisal system,this paper adopts the contrastive method.The comparison between the former and the improved assessment results shows that the improved assessment strategy is more in line with the actual situation of the company and can effectively encourage the employees.The other for the results of the performance appraisal of communication and feedback to follow the track also fell into reality,and to further improve the assessment system provides a strong basis.