Improvement Research On Staff Personnel Performance System Of SIQI BIOPHARMACEUTICAL Company

Performance management is not only an important part of the six modules of human resource management,but also an important way to improve the management level of an enterprise.As the management system of a modern enterprise is gradually improved,performance appraisal gains more and more attention by enterprisers and managers.However,many problems appear in the process of carrying out the performance management,which affects the function of the performance management.In such a situation that the competition o f human resources becomes more and more severe,how to construct a scientific and practical performance appraisal system is an urgent problem for modern enterprise managers.Guided by the performance appraisal theory of Key Performance Indicator,and base d on the domestic and overseas research achievements of performance management,th is paper analyzed the present situation of the staff performance appraisal system in SIQI Biopharmaceutical Company and found some problems,such as that performance training and implementation is insufficient in an enterprise,the performance appraisal is not strategy-oriented,the index design and weigh allocation of the performance appraisal is not reasonable,and the implementation of the performance appraisal system is not perfect.All these problems are due to the following reasons.First,the performance culture is lacking in the company management.Then,the managers do not have exact knowledge about the function of the performance appraisal system.Again,the management skills of human resource major are insufficient in the company.Based on the strategy target decomposition of the staff post,it is suggested to apply different appraisal methods according to different staff levels in a company and design different appraisal indexes.According to the different features of the performance appraisal method,it is suggested to choose different assessment method.For instance,the senior staffs should be evaluated by the balance scorecard,the middle and junior staffs should be evaluated by the key performance indicator method.The implementation and operation of the performance appraisal system is ensured by the design of a series of auxiliary systems,such as the design of the performance appraisal organization structure,the arrangement of the inspection staffs,the establishment of the method and process,and application of results.It is suggested toscientifically regulate the management levels by improving the performance appraisal of a company,to provide basic references for the decision of the human resource department by evaluating the performance and contribution of the staffs objectively and fairly,and to improve the team cohesiveness and employees' satisfaction by finding problems and solving problems through perf ormance feedback.The research result of this paper has directive significance of improving the management levels of an enterprise,enhancing the core-competitiveness of an organization,and promoting the accomplishment of the strategy target of a company,on the basis of the improvement of the performance appraisal system.