The Research On Employee Performance Appraisal System Of THT Communication Company

With the rise of cloud computing and mobile Internet,data traffic showed explosive growth,business needs of the global communications industry has become more diverse and flexible.China's telecommunications industry has entered a period of rapid development,in which HUAWEI and ZTE as the representative of the communications companies gathered a strong R & D strength,but also occupy a huge market position and competitive advantage.As a member of many small and medium communication companies in China,THT communication company is facing many challenges as well as opportunities for development.The excellent human resources management level,more scientific and reasonable performance appraisal system will help THT communications company to occupy a greater advantage in the next competition.According to the analysis,THT communications company's current performance appraisal system still has many unsatisfactory places.This paper focuses on the design of employee performance appraisal system of THT communication company.Based on the THT communication company existing staff performance appraisal are analyzed systematically and comprehensively,and points out that THT communication company exists in the performance appraisal of staff in the company such as strategic advocacy and implementation needs to be improved,employee satisfaction is poor,lack of performance communication links,the implementation effect of the nuclear test is not satisfactory;and further analysis of the reasons the problem,namely to evaluation based assessment,the improper selection,lack of job analysis and division of responsibilities,scientific staff performance appraisal system has not formed,the assessment results,the lack of convincing evaluation before the staff training.To solve these problems,this paper puts forward the strategic objectives of the company through the layers of decomposition,method of KPI and the balanced scorecard,constructs the strategic objectives at all levels under the premise of complete;sort of job responsibilities,by means of questionnaires,talks,references and peer method constructs the key performance indicators can fully reflect the performance the target can be used properly;the results of performance appraisal in the performance evaluation after the end of the evaluation process to ensure fair.The objective of the premise,greatly improve the enthusiasm of all employees of the company;and through the security policies and measures throughout the performance appraisal process,such as organizational guarantee,institutional guarantee performance,to the department or employee pointed out the direction to improve itself insufficient to help them better,to seek better development,help the enterprise to realize its strategic objectives.