Design Optimization Of Performance Appraisal Of Gestamp Company

Chinese economy is in a period of tackling the development mode,optimizing the economic structure,and transforming the growth momentum.For enterprises,adjusting strategic goals in a timely manner according to changes in the macro environment is a natural and reasonable measure.The dynamic adjustment of this strategic goal has brought about a new situation in the dynamic performance management of the company’s relative work.How to optimize the performance management to effectively stimulate the company’s employees to actively carry out work around the company’s strategic goals,and effectively enhance the competitiveness of enterprises in a dynamic and highly competitive environment is a matter of great concern to the management of the company.This study,from the perspective of adapting to the company’s strategic objectives,conducted an in-depth and systematic analysis of the current performance appraisal system of GAK(Gstamp Automotive Components Kun Shan Co.,Ltd.),and analyzed some important issues in the system.On this basis,combined with relevant management theory and relevant research results at home and abroad,the KPI-based performance appraisal system was selected as the basic framework,and the composition factor,design process,and performance appraisal of the system were evaluated.Further analysis and considerations on supporting safeguard measures,etc.,re-constructed the existing performance appraisal system,and analyzed relevant supporting safeguard measures.Finally,through the case,it describes how to use the KPI performance appraisal system to truly solve the various deficiencies of the existing system.In particular,the new system better liberates employees from insignificant work,making them more focused on the company’s overall key performance indicators,thus ensuring the company’s overall strategic goals.This paper rebuilds a KPI-based performance evaluation system for GAK,which effectively improves the disconnection between the assessment system and the company’s strategic objectives in the original system,the poor operability and the unreasonable assessment objectives,the unsatisfactory from both management and grassroots employees resulted in the assessment system.In particularly,the new performance system has more effectively stimulated the enthusiasm of the company’s employees to actively carry out work around the company’s strategic goals.It is foreseeable that the enlightenment obtained by our research will have certain reference significance for the performance management of other enterprises in the transition period under the same macro environment.