Research On Performance Appraisal System Of Department Manager Zhao Yang Automobile Co Ltd

Enterprise development to rely on talent,and talent management is dependent on the fit of human nature system.The reason why performance management is widely regarded is that it combines the needs of talent survival and development,talent development goals and business development goals together,the linkage between the two will directly stimulate the business efficiency of the uplift.For the performance appraisal brought about by the huge benefits of the direct impact of the enterprise in the market competition.This article is from this point of view to build a more scientific Zhaoyang Automobile Co.,Ltd.department manager performance appraisal system.This paper analyzes the status quo of performance appraisal of Zhaoyang Automobile Co.,Ltd.by using case analysis method and empirical investigation method,and analyzes the performance appraisal system of Zhaoyang Automobile Co.,Ltd.by using performance management theory,and has realized the effect of staff work enthusiasm And competitive,to the development of enterprises into a new impetus,but also the performance system indicators set unreasonable and the use of improper results and other issues.This paper deconstructs the reasons for the development of the actual performance of the company,and finds out that the lack of performance appraisal culture has a great influence on the performance appraisal effect.Based on the performance management theory and the specific situation of the company,the paper puts forward the selection of the performance appraisal system to grasp the selection of the performance index and the determination of the weight,supplemented by the principles and ideas of the key performance index method.This paper puts forward that it is necessary to clarify the integrity of the whole performance system in the performance appraisal,that is,to ensure the feedback and communication after the performance,adhere to the people-oriented concept,the department development and business goals together to improve the recognition of department managers,To stimulate the job potential of department managers,to emphasize the dynamic nature of the performance appraisal system,that is,the performance appraisal system to continue with the internal and external environmental factors to interact,timely adjustment of performance evaluation indicators.