Research On Optimization Of Performance Evaluation System Of D Rail Traffic Design And Research Institute

With the rapid development of urbanization,urban traffic congestion becomes intensified.In order to properly solve the “urban disease”,more and more cities choose to build their urban rail transit,which ushers a new round of construction peak.The urban rail transit project is a large-scale public transportation project with strong professionalism,complicated system,and wide social impact.Its construction process is usually composed of project unit,design,supervision,construction unit,and various equipment manufacturers.As the crucial part of the construction of urban rail transit,design units are knowledge-intensive enterprises and are responsible for concrete design work of projects.Compared to other design industries,rail transit design units have the unique features of strong specialization,high qualification requirements,long design circle,a large number in design interface and more demand for the experience.The shortage of human resources situation caused by the prosperity of rail transit as well as the characteristics of this industry gradually limits the development of rail transit design institutions.To facilitate the study,this paper chooses to conduct research on the human resource status of D rail transit design institute who was established for more than 60 years.To start with,this paper firstly introduces the current situation of organizational structure,human resource management and its performance appraisal of D rail transit design institute,and analyzes the existing problem of its performance appraisal.On this basis,through making a strategic objective and decomposing a strategic map,the paper proposes the implementation of growth strategy(SO).In order to achieve the strategy,Balanced Scorecard is chosen as a tool to assess performance.Balanced Scorecard can conduct a systematic and comprehensive performance appraisal for relevant departments and individuals because firstly it correlates the enterprise's vision,mission,and development strategy with its performance assessment system,and secondly,it appraises from four dimensions of finance,customer,internal operation,learning and growth.Based on the strategic map,we set up the performance evaluation index from the above four dimensions,and use the analytic hierarchy process to set the weight of each index.Considering the institute's matrix organization,we suggest that the functional departments and project management apartments together assess the project design staff so as to gain more reliable performance appraisal information.Moreover,the assessment of this performance appraisal is of great necessity to see whether this optimized scheme can achieve the expected goal.Thus,this paper proposes to evaluate the performance appraisal scheme from five aspects: strategic consistency,validity,reliability,acceptability,and clarity.In order to guarantee that this scheme can land,the paper puts forward that preparation work should be done before the implementation of the scheme,and key work contents andsafeguard measures should be paid attention to during the implementation.Through the analysis of industry and operation characteristics of rail transit design institutes,this paper chooses D design institute as a typical example to evaluate its existing problem and comes up with appropriate performance appraisal scheme,which can be regarded as a new practice of performance appraisal theories into the field of the rail transit design industry.By determining and evaluating the indicators and weights of performance appraisal,this entire study process has an important reference value to other enterprises' performance appraisal optimization programs.