LJ Construction Group Project Manager Performance Assessment System Research

With the rapid advancement of urbanization,the state has gradually increased its emphasis on the construction industry,and the demand and requirements for relevant professional and technical personnel have been increasing.As a construction unit,the project manager's work ability and management level largely determine the quality of the project and the quality of the project,which will affect the core competitiveness of the company and the prosperity and disgrace of the company.As a resource province in the central region,Shanxi's economic development level,scientific research capacity,and enterprise management ideas and methods are relatively backward.The performance appraisal of project managers is in its infancy.This paper selects Shanxi LJ Construction Group Co.,Ltd.as the research object and has important Realistic meaning.LJ Construction Group Co.,Ltd.currently has problems in the performance appraisal of project managers,such as unreasonable assessment frequency,lack of system,unreasonable assessment indicators and standard settings,single assessment subject,narrow information and lack of sound feedback mechanism.In order to solve these problems,firstly,this paper uses the balanced scorecard method to formulate the key indicators of projectmanager performance assessment from customer,finance,internal operation and learning and growth,and combines the assessment content with the strategic goals of the company.Improve project manager performance while achieving project management goals and corporate strategic goals.Secondly,in terms of the setting of the examination subject,the situation of the direct superiors was broken before the assessment subject was added to the internal and external parts,including the direct superiors,the relevant business department leaders and their direct subordinates;the external service objects were included.Customers,cooperation related design,supervision units,etc.Again,using the Delphi method and the AHP analytic hierarchy process,the weights of the assessment indicators are determined and the weights are calculated.The Delphi method determines the weight of the first-level indicator,and the AHP method determines the weight of the second-and third-level indicators.Using the fuzzy comprehensive evaluation method,the membership degree of each key index for each evaluation level is calculated,and the final performance evaluation score of each project manager is obtained.Finally,based on the above research results,the establishment of project manager performance appraisal system,recognition at all levels,enhancement of recruitment and training,establishment of performance evaluation feedback mechanism and system continuous improvement mechanism,performance evaluation culture propaganda and education implementation Safeguards to achieve the desired results.The research focus of this paper is on the determination of the weight of project manager's performance appraisal index and the calculation and application of the final performance appraisal score.The difficulty lies in the collection of questionnaires in the survey process.Due to the insufficient attention of the respondents to the questionnaire survey,the repeatability of the questionnaire survey results.And long-term.The innovation of this thesis lies in practical innovation,applying the scientific method to specific groups of specific enterprises,and making the theory sublimate in practice.This paper comprehensively uses a variety of methods to expand the indicator dimension of project manager performance appraisal,deepen the fineness of indicators,and has certain reference significance for the performance appraisal of project managers in the central region.However,this research is still an exploratory study,and it has certain limitations and needs further exploration.