Performance Evaluation System Re-design For Neusoft Government Division

Performance evaluation has always been one big challenge for management from various organization levels.Although many organizations were working on this topic,most of them just gave evaluation results,but no clear evaluation criteria and basis.Performance evaluation is the indispensable central link for management,decision making and control.It is the key method to improve organization management efficiency.A complete performance evaluation system can not only accelerate the improvement of organizational and individual performance,but also to make a fine-tuned business optimization process,to guarantee the implementation of organizational strategic target.Government division,with its full name Neusoft Corporation Government Division,owns over 1,568 employees.Shenyang is its R&D and Sales&Marketing headquarter,footprint cover 20+ cities for its R&D and implementation organizations.The division operate 2 JVs,7 R&D and implementation centers across 9 cities,where it has 8 regions,11 sales/R&D/implementation centers.The complexity of its resource distribution and employee position system is extremely high.Neusoft so far is implementing one performance evaluation system.However,it manage and evaluate all employees regardless their roles,locations and responsibilities,which can not adopt such a complex people structure as well as fast development speed for Neusoft,and can not provide reliable evidence through performance evaluation process/result for business decision,operation and organizational/individual performance.Therefore,optimize and re-design the existing performance management system to make it suitable for the corporation development requirement become crucial.This article start from related theory,elaborate common used performance evaluation related methods and comparison.Base on that,it analyses current situation of Neusoft performance evaluation system and related issues.Meanwhile,it defines the basic principles to establish the whole system based on strategic development target.All performance evaluation targets are defined as 3 categories:management,sales and technicians.The system analyses the position and features to define different performance evaluation criteria,weight target and evaluation standard.It also conduct application research,which is to select employees within technician category as research targets,set evaluation period as 1 year,use the re-design performance evaluation system and professional opinion to score,eventually complete the analysis for overall and different level performance evaluation results.