| With the increasingly fierce market competition,the weakening of the advantages of state-owned enterprises and the increasingly saturated capital construction market,the competition among state-owned construction enterprises is mainly manifested in brand,reputation,service and technology,and these are,in the final analysis,the competition of talents.The organization mode,which takes the project management department as the unit,plays a very important role in the infrastructure construction.It is very important to complete the construction of the efficient human resource performance appraisal system,strengthen the personnel management,and fully mobilize its enthusiasm,which is very important in improving the project management level.At present,as the research object of this paper,NF Company,as a construction enterprise engaged in highway,municipal,water environment treatment and other business,the scientific assessment system has not been completed,there are still unreasonable and imperfect assessment indicators,non-standardized assessment methods,lack of performance feedback,performance guidance is not obvious,incentive mechanism is not in place,the enthusiasm of the whole staff has not been fully stimulated.Unable to adapt to the increasingly fierce market competition environment and other issues,we need to carry out comprehensive upgrading and improvement.In view of the present situation of performance management of NF company,I use questionnaire survey and interview to study the performance appraisal implementation effect of HH project manager department,which is set up under NF company,summarize the concrete problems existing in the performance appraisal work carried out by the company,and analyze the inducement of the related problems.Then,on the basis of the existing theoretical results,this paper probes into the problem of project human resource management,and explores the performance management mode which is suitable for promoting the effective operation of the project by using the relevant theories of performance management.After exploring the practical problems existing in the project performance appraisal of NF Company,this paper uses the KPI method under the theory of BSC balanced Scorecard to complete the optimization of the performance appraisal system under the guidance of the future development strategy of the company.At the same time,the analytic hierarchy process is integrated into the analytic hierarchy process to optimize the performance evaluation system and specific assessment methods of different levels of managers;throughpost analysis to determine the objective assessment standards,and through the formulation of functional qualification standards and assessment standards to publicly express and stipulate the requirements of the organization for members,so that it has the overall and overall characteristics;set up different levels of staff.For example,the project team leader adopts the semi-annual and annual assessment cycle,the middle level of the project adopts the quarterly and annual assessment cycle,and the grass-roots employees adopt the monthly and annual assessment cycle.The evaluation content and method optimized in this paper can realize the connection between employee performance and internal and external customer value,and finally regard performance appraisal as an important tool to realize customer value service.At the same time,it is also convenient for internal staff management to raise salary and promote and change positions.At the same time,it is also related to the training career planning of internal employees,so that performance appraisal can be distributed from a simple bonus.It is transformed into the improvement of personal ability and quality and enterprise management efficiency,so that employees can clarify the relationship and gap between organizational performance expectation and individual performance,recognize their own advantages and disadvantages,and promote them to strive to develop their own potential. |
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