Research On Optimization Of Performance Appraisal System Of F Company

As an important part of human resource management,which is indispensable for modern enterprises to improve organizational performance,achieve corporate strategic goals and achieve sustainable development,performance appraisal plays a key role in promoting the reform of state-owned enterprises.F company is a state owned wholly state-owned construction enterprise,the construction industry as the secondary industry of the national economy,in recent years by the national and local policy," the Belt and Road Initiatives",to strengthen the construction of infrastructure and demographic dividend,construction industry rapid development and progress.Rely on the resources of its parent company's good and market dividends over the years,F company steady development,good benefits.In recent years,with the change of the external market and F company's strategic upgrade,F company in the second half of 2018 to carry out the performance appraisal,but due to the current performance appraisal system did not bind to enterprise's strategic goals and performance appraisal does not achieve the desired effect,so the F company needs to optimize the existing performance evaluation system so as to promote the performance of the organization,to achieve the objective of the company strategic goals.First of all,this thesis uses the literature research method to consult the domestic and foreign literature materials related to performance appraisal as the theoretical basis of this thesis.By introducing the F company profile,human resources,present situation and the F company existing performance evaluation system,using interview method and questionnaire survey to find out F company performance evaluation is performance evaluation and enterprise strategic goals is not closely the fixed,evaluation form,the assessment results affected by subjective,managers and employees on performance appraisal is not seriously,do not have a high level of staff involved in performance appraisal,the problem of the small application range of performance appraisal results.Personnel interviews and questionnaire survey data analysis the causes of problems are the following aspects: key performance indicators is not decompose step by step a company strategic goals,key performance indicators weight is not reasonable,evaluation,stable cross training does not reach the designated position,fuzzy performance appraisal lack of communication,forced distribution affect the performance appraisal result and performance evaluation result application is unreasonable,in order to optimize the F company's performance appraisal system to provide direction.Secondly,for the reasons of the existence of the performance appraisal system,the key performance indicators and index weights are optimized.The balanced scorecard andSWOT analysis were used to draw the strategic map of F company,and the key performance indicators at all levels were extracted by combining with the key performance indicator method.The project manager was taken as an example and the weight of the key performance indicators was extracted by using the analytic hierarchy process.Finally,by optimizing the key performance index and index weight,strengthen the training of performance appraisal stable cross ditch,using the critical incident method,strengthening performance,reasonable application of performance appraisal results,optimization of performance appraisal force distribution and the performance appraisal operation security measures to the seven aspects to optimize F company's existing performance appraisal system,guarantee F the company's performance appraisal for the enterprise strategic services.This thesis takes the state-owned construction enterprise F company as the research object.While optimizing the performance appraisal system of F company,it also provides certain reference and reference for the state-owned construction enterprises that are building the performance appraisal system and optimizing the performance appraisal system.