Research On The Performance Appraisal System Of A Y Company

With the rapid development of economic globalization and fierce competition in the market,many small and medium-sized companies are constantly exploring ways to strengthen their core competitiveness to achieve their strategic goals.However,many entrepreneurs find that the company's strategic goals are not well implemented and the company's development process is not ideal.Therefore,entrepreneurs begin to realize that in order to improve market competitiveness and expand business,companies need not only products,core competitiveness and strategic goals,but also the support of human resources.And performance appraisal is an important part of human resource management,it can help to divide the strategic goal into departments and individuals,together the company strategic goals and staff appraisal target,through the perfect performance appraisal system can not only help employees realize self-worth can fundamentally improve the capacity to promote enterprise development,and achieve strategic goals.At present,Y company is in the start-up stage,and the rapid development and market share expansion are the main purposes.Although the company has a performance appraisal system at present,there are still some problems in design and operation,which makes performance appraisal unable to become a management tool and it doesn't work.This paper studies the existing performance appraisal system of Y company mainly.Through the study of domestic and foreign status quo and relevant theoretical knowledge,combined with the status quo of company Y's performance appraisal,the existing problems in the company were analyzed and the reasons were found out.Then,the performance appraisal system of company Y is redesigned with the method suitable for the company.Firstly,the main background of this paper,the main purpose of the study of this paper and the significance of the study of this paper are elaborated,and relevant theoretical knowledge and domestic and foreign status quo are studied and analyzed.Then,based on the present situation of the company existing performance appraisal,combined with the status of the company,questionnaire,interview method,the paper will analyze the problems in detail and find out the causes.Secondly based on the design principle and method of theory,with the company strategy as the guide,using the BSC and AHP to design the company's key performance indicator and weights from the four dimensions of finance,customer,internal operation,learning and growth.At the same time,the balanced scorecard for departments and individuals was designed.Finally,this paper will give the detail implementation planning and safeguard measures in order to ensure the new performance appraisal system implement successfully.