Research On Performance Appraisal System Of Grassroots Employees In M Company

Nowadays,China's economic environment and economic forms are being mature daily.There are many companies springing up and growing rapidly.Meanwhile,the competition of companies is becoming increasingly fierce.Then,how to seize opportunities,and improve the market competitiveness of enterprises in this period of rapid economic development? It should be said that human resources are the first resource of an enterprise because of talents playing an important role in corporate competition.Performance appraisal can provide important basis for the selection of talents,salary distribution,job promotion and the formulation of corporate training strategies.It also plays an important role in improving the ability of independent innovation of enterprises,winning opportunities in market competition,improving team effectiveness,and achieving corporate strategic goals.As the specific executors of corporate strategic plans,grass-roots employees can't ignore the role they play in the realization of corporate strategic goals.Therefore,developing the potential of grassroots employees and improving their ability to work has become an important factor in achieving the strategic goals of the enterprise and is of great significance to the development of the enterprise.Based on the further analysis of the conclusions of the above performance evaluation research background,study the research theories of performance appraisal by domestic and foreign experts,and select the current performance appraisal of the basic staff of the ceramic company M company as the main research object of this article.Investigate the current status and existing problems of the performance evaluation of the company's grassroots employees,and find that the company's corporate goals are not combined with the performance evaluation,the results are missing,and the employees' limited incentives are limited.Analyze the main reasons for the problem,and use the motivation theory as the theoretical basis,and select the key performance indicator method combined with the 360 performance evaluation method as the main method of performance evaluation based on the actual work characteristics of the basic employees of ceramic manufacturing enterprises.Design performance evaluation indicators suitable for the basic employees of the manufacturing company,integrate corporate goals into the performance evaluation of employees,and design the indicator weights using AHP.It will have a positive effect on reducing corporate production costs,improving product quality,and enhancing employee innovation to guide the shift of employees' work performance priorities.The fuzzy comprehensive evaluation method is used to apply the performance evaluation system,and the communication,coaching and feedback mechanism of performance evaluation is introduced to help improve its performance and work ability,and promote the personal growth of employees and the realization of self-worth.From the organizational,institutional,cultural,and technical aspects of performance assessment,the safeguard measures for the implementation of the performance assessment system were proposed.A scientific and effective performance assessment system suitable for the basic employees of ceramic manufacturing enterprises was discussed and designed to improve the current performance assessment status insufficient to maximize the company's internal management level in this article.The design of assessment system,expanded application range of the assessment results and the well-designed assessment system have enhanced the enthusiasm and initiative of employee participation and increased the satisfaction of grass-roots employees,thereby promoting the improvement of corporate performance and the sustainable development of Company M.It is hoped that the research results of this paper can provide some inspiration and help for the performance evaluation of the basic staff of ceramic manufacturing enterprises like M Company.