The Research Of A Company's Human Resource Management Department Assessment Scheme-based On KPI

Human resource management department is an important planning and executiondepartment, and has been becoming an important strategic sector. Performanceassessment is one of the core functions; it includes assessment concept, evaluation indexselection, the determination of the target, scoring method and applications of theevaluation results. The current researches are mainly concentrated on enterprise level,lack the research of performance assessment on department level, especially on thehuman resources department.This paper studies the status of human resource management in the constructionindustry and puts forward the requirements for the Human Resources Department,accordingly pointing out that the work of the Human Resources Department should payattention to the enterprise culture construction, undertaking enterprise socialresponsibility and cooperating with other departments. By analyzing and summarizingthe points and difficulties of performance assessment on HR department, this paperproposes new ideas of the assessment in the construction industry, and combined with theconstruction scale and personnel structure in our country, it also analyzes theresponsibilities of the Human Resources Department at different levels.Through analyzing the process and problems of A company's performanceassessment, sum up the necessity to improve the performance evaluation method-thecombination of KPI, BSC and360-degree evaluation method. starting from thecompany's strategic and practical advantages, using the Fishbone Analysis to ensure thekey success factors of the HR department, as a result,which include the BrandMaintenance, the External/Internal Management Effects and Daily Work of Departments,the Big Customer Management and the Enterprise Strategic Support. For the departmentlevel, using the KPI and BSC to integrate the task performance of the HR department,using the360-degree evaluation method to refine the comprehensive evaluation andselection of appraisers. For the individual level, the key task performance indicators isfrom the responsibility of employees and the decomposition of department's taskperformance indicators, among them?the measurable with KPI, and the rest with GS. Theevaluation of HR manager and deputy manager refer to task performance, managementperformance, work ability and work attitude, but the general staff's don't includemanagement performance, and the appraisal contents and weights are different. For thequality of the comprehensive evaluation are divided into four grades, beyond the goal-A,achieve target-B, below target-C and far lower than the target-D, this kind of settingmode is advantageous to the systematic, and is conducive to the implementation of thenew scheme. Finally, the article puts forward various aspects of security measures toguarantee the performance evaluation system smoothly implement.