Improved Design Of E Company Performance Appraisal System

With the rapid development of the Internet information economy,the speed of the reform of the market economy system has accelerated,and companies must raise awareness of human resource management in order to achieve sustainable development.Employee performance appraisal,as the most important task of human resource management,is the key to enhancing the vitality of enterprises and improving their competitiveness.It is also an important content that scholars have been researching all along.Corporate performance appraisal is the basis and basis for employee compensation determination,post promotion,organization training,etc.A scientific and sound performance appraisal system can promote two-way communication and exchange between the upper and lower levels of the enterprise while playing the role of motivating employees.At present,many companies still have a lot of irrationalities in the construction of staff performance appraisal system,which is mainly reflected in the neglect of the performance appraisal process,the unreasonable design of assessment indicators,and the reduction of employees' enthusiasm for work.These problems have,to a certain extent,reduced the work efficiency of employees and further affected the economic efficiency of enterprises.Therefore,companies must pay attention to the performance assessment indicators and the formulation of the system,establish a sound performance appraisal system and standards,and improve the corresponding safeguard and supervision mechanism.Only the performance appraisal system that meets the actual development of the company can achieve the ultimate goal of motivating employees.Fundamentally enhance the company's core competitiveness.Therefore,designing a performance appraisal system suitable for the development of enterprises is a practical issue facing enterprises at this stage.This article combines relevant theories of performance management,puts forward a performance appraisal idea that suits the actual situation of company E according to the actual situation of company E,and at the same time designs a set of targeted and feasible performance appraisal design program,which mainly includes the enterprise.The whole process of performance appraisal is mainly divided into: firstly,the company's business objectives are decomposed on the basis of the key performance index method;at the same time,the company's strategic objectives are implemented in different departments,and the individual target performance management of the enterprise employees is determined through a combination of qualitative and quantitative assessments.,and as a guide for employee actions;Second,adopting three fishbone diagrams to redesign and build the performance assessment indicator system,and divide the company's key performance indicators into key indicators of the company's level and the key indicators of the And the third-level performance indicators for the job,set corresponding assessment indicators for different levels of assessment;third,redesign the index weights for performance assessment,and divide the weights of assessment indicators based on the strategic objectives and principles of business development;Determine the main body of the company's keynote assessment,using 36 0°Performance assessment method to assess employees to ensure that the assessment of the scientific and rational;fifth performance appraisal process design,to ensure that the performance appraisal work has professional responsibility;sixth design performance appraisal cycle,a clear assessment of the The time limit,for example,the performance appraisal cycle for mid-and high-level executives is one year,and the performance appraisal cycle for regular employees is one month,thereby improving the scientific performance appraisal.At the same time,we must establish a performance appraisal and feedback system.When employees disagree with the results of performance appraisal,they can adopt a two-pronged approach to promote the proper resolution of the problem and fundamentally mobilize the enthusiasm of employees.The purpose of this paper is to promote the harmonization and harmonization of the company's and employees' interest goals through the design of a sound performance appraisal system,to enhance the retention of excellent talents in E's company through a scientific and reasonable performance appraisal system,to establish a scientific and reasonable internal competition model,and to enhance the core competition of enterprises.Strengthen the sustainable development of employees at the same time.It is of practical significance to the performance appraisal and management of related companies and their development.