Research On Optimization Of Performance Appraisal System Of T Company's Production Department

With the increase of SMSs in the geographic information industry and the improvement of business requirements,many enterprises have to find ways to improve internal management,and performance assessment becomes a tool of enterprise management.There are many problems in process of the implementation of performance appraisal,such as performance appraisal target and the enterprise development goals disconnect,index and weights confusion,poor effect,examine without communication and feedback mechanism,etc.Some problems gradually exposed.T in the process of the implementation of the performance appraisal in the company also appeared a lot of problems,so we must make managers attach importance to these problems,solve the problem of exposed,thus advancing effectiveness of performance appraisal in human resources management.Of course,it can not only rely on top management,but also make the middle managers play a role in performance appraisal and mobilize the subjective initiative of employees.This paper takes T company as the research object,finds out the problems existing in the performance appraisal through the investigation,and proposes the optimization plan for these problems.If the department and position responsibility,optimization index and weight,strengthen the performance appraisal communication and feedback link,to the assessment result reasonable utilization and so on.By using ahp software,the analytic hierarchy process is used to calculate the index weight,which weakens the subjectivity of experts to a certain extent.The innovation point of this paper is to evaluate the performance of the production department,so it is not limited to the ordinary employees,but also strengthens the assessment of middle managers.The department construction of T company is relatively simple,so the level of performance appraisal is relatively simple,which is embodied in ordinary employees,project managers and department managers.This is also the weakness of this paper,which is not as specific as state-owned enterprises or public institutions in performance appraisal.