Research On Performance Appraisal System Of H Company's Technical Employee

The competition among modern enterprises has developed into the competition among technologies and talents from the competition among products.Therefore,the technical talents are valuable resources for any enterprises,and enterprises are willing to spend great efforts in attracting and cultivating talents strongly,so that talents can create more values for the enterprises.The performance assessment level of the enterprise greatly affects the level of enterprise's human resources management,and the enterprise can maximize the effect of encouragement and constraint by setting up a scientific and reasonable performance assessment system,fully mobilize the enthusiasm of talents,and fully arouse the subjective initiatives of talents.Technical talents are scarce in the market for a long time,so it is more important to reasonably assess the performance of technical talents.This paper takes H Company as the main research object,and combines with the actual situation that H Company carries out the performance assessment for the internal technical personnel,and it is found that the current performance assessment system still has many loopholes,such as the lack of clear objectives of performance assessment,separation of performance assessment from strategy,and the settings of performance assessment indicators not being based on post analysis,finally leading to an unreasonable performance assessment system.There are a lot of disputes in the performance assessment,for example,the technical staff's overall satisfaction with the performance assessment is low,and the subsequent improvement of the performance assessment is ignored.So this paper is based on MBO,BSC,KPI and 360 degree assessment theory and uses the Analytic Hierarchy Process(AHP)for the performance assessment system in the respect of technical personnel of H Company,and sets up the new design and organization,clearly defining the specific principles and methods to carry out performance assessment work for technical personnel,which improves the reasonability andeffectiveness of the setting of performance assessment target of H Company,to ensure the full implementation of the performance assessment work to a certain extent.This paper is composed of six different chapters: the first chapter is the introduction,discussing the research significance and the main purpose of this paper,which also clears the main research contents of this paper at the same time,as well as the research methods;the second chapter discusses the theory related to performance assessment as a whole,focusing on the description of a variety of the performance assessment methods such as KPI,BSC,MBO and so on,and elaborates the characteristics of technical personnel;the third part carries out a detailed analysis and research on the actual situation that H Company implements the performance assessment on the technical personnel,and finds out the loopholes and defects of the current performance assessment system;the fourth chapter focuses on redesigning and re-planning the performance assessment system in respect of technical personnel in H Company,and has designed a new and perfect indicator system for the performance assessment work aiming at the technical personnel with the use of two methods,such as KPI and MBO;the fifth chapter puts forward specific opinions aiming at the specific process which is used to implement the performance assessment system in practice;the sixth chapter concludes and summaries the new research and redesign aiming at the performance assessment system of internal technical personnel of H Company.This paper hopes to make an in-depth and comprehensive research on the performance assessment system of the technical personnel in H Company,and puts forward the specific improvement measures,to provide some proposals for the reference in the theory and practice field of performance assessment work.