Research On Performance Appraisal Of Technical Staff Of HC Company

With the development of economic globalization,the international competition among enterprises is becoming more and more fierce.The competition of skilled talents has become the key factor for enterprises to gain competitive advantage.Through reading related research of technical talents.We found that due to professionalism,complexity and long-term characteristics of skilled personnel 'job,it is difficult for enterprises to assess the performance of skilled personnel.HC is a professional and technical large company in China.With the development of the company's business,the demand for its high-tech personnel is increasing and the requirements of human resources management of the company are getting higher and higher.Therefore,in order to continue to develop in this fierce competition environment,it is necessary for HC to make more scientific planning and management of the company's existing talent resources.In this paper,we do the research mainly from four aspects and take technical staff of HC as the research object.First of all,we elaborate the concept and characteristics of technical staff in detail,and summarizes the method of performance appraisal at present,which mainly include management method,target 360 degree assessment,key performance indicators and balanced scorecard.Secondly,we analysis the status of HC technical staff performance evaluation from four aspect: performance evaluation cycle,specific methods,evaluation analysis and specific application.Then we found that there are four major issues existing in performance evaluation of technical staff.Such as,the appraisal purpose is not clear,main assessment index are unscientific,assessment subject is too single,bonus distribution is regarded as the main purpose of the performance appraisal.According to the actual situation of HC,we scientifically redesign the performance assessment system of the technical employees.We use the balanced scorecard method to redesign the performance assessment system,mainly from four perspectives: corporate finance;internal operation;technical staff and customer learning and growth.Fourthly,we uses analytic hierarchy process(AHP)to reset the weights of the performance appraisal system indicators of HC technical staff,and calculates the performance evaluation index system of HC technical staff.Finally,we elaborate a new program for technical staff performance evaluation of HC from four aspects,and provide safeguards measures from organizational,institutional,technical and cultural aspects.