Study On Optimization Of Performance Appraisal System Of Xiamen Huanjian Company

With the advent of economic globalization and information age,the competition in the market is increasingly intensifying.Performance Appraisal as the basis of Human Resource Management,is widely used to motivate employees in the modern enterprise management system.However,most of enterprises in our country are lack of the understanding of performance appraisal,and they just apply the performance appraisal in the staff daily inspection.What’s more,the content of the performance appraisal used is relatively incomplete and the ranges applied are quite narrow,Performance Appraisal of many Enterprises has not really played its proper role.For enterprises,Unreasonble performance Appraisal system will affect the realization of Enterprises Strategic goal.The traditional performance appraisal often takes the financial index as the appraisal standard,which is easy to cause the short-term behaviors by enterprise managers,and which is not conducive to the continued long-term development of the enterprises.So,more and more enterprises begin to consider the human resource management problems from the strategic view,to associate the performance appraisal with enterprises’ business strategy,and to formulate a performance appraisal system based on the enterprises’ strategic objectives according to the actual situations,which will promote the practice and the implementation of enterprise strategy,so as to improve enterprises’ management level.Taking the performance appraisal system of the Xiamen Huan Jian Company as the research object,the thesis,with the application of theoretical research,field investigation,questionnaires and data analysis,makes an in-depth research and analysis on the existing problems of the company’s current performance appraisal system,and on the basis of the research and the analysis,dissects how to optimize the current performance appraisal system in a targeted way according to the company’s actual situation;conducts a comprehensive combing and conformation of the KPI of the company-level managers,the department-level managers,the middle managers and the general staff by using the method of KPI and BSC;makes a decomposition of the company’s strategic objectives;conducts the performance appraisal from the non-financial perspectives apart from the perspective of finance,such as the customer,the internal management,the learning and the growth.In addition,taking the quality department,the company’s core department,as an example,the thesis also optimizes the performance appraisal forms of the company-level managers,the department-level managers,the middle managers and the general staff,from the aspects,such as the weight allocation of performance appraisal indicators,the scoring weight of the appraised subjects and appraisal results.Finally,the thesis,combined with the implementation safeguard measures to the performance appraisal system,aims to strengthen the application and the feedback of performance appraisal results.The paper,through theoretical analysis and empirical research,specific to the existing problems in the current performance appraisal system of the Xiamen Huan Jian Company,and in accordance with the current strategic objectives and the overall business performance of the company,tries to improve and perfect the company’s existing performance appraisal system in a reasonable way,and aims to,by the establishment of the performance appraisal system,which conforms to the industrial characteristics of the company itself and could promote the achievement of the company’s strategic objectives,mobilize the enthusiasm of the staff in the company to realize their personal development to better promote the development of the company steadily at the same time,so as to promote the achievement of the company’s strategic business objectives.