Research On The Performance Appraisal System Of B Game Company

As a newly emerging industry,the game industry occupies an important proportion in today's Internet field.The rapid iteration and anytime experience characteristics of game products attract a large number of players and young people to invest in this field.With the intensification of domestic competition,a number of game enterprises have also been inspired to go abroad.At the same time of expanding overseas market,because of the rapid development of overseas scale and immature performance appraisal management,enterprises are faced With the management problems of overseas employees.In this paper,combined With the current situation of the performance appraisal system of B game company,the problems in the current process of performance appraisal and the formulation of solutions to improve these problems are expected to be made for the performance appraisal system of B game company Optimization of efficiency.This article mainly discusses the personnel performance management issues that accompany B game companies in Southeast Asian market operations.It is hoped that a reasonable performance optimization plan can be analyzed by sorting out various problems in various practical Bork and the historical experience of other industries and companies.It also can be used as a reference for other companies in the gaming industry to set out overseas.According to the principle of combining theory with practice,this paper makes some innovations on the basis of previous studies.1.The design indicators of performance appraisal system are more in line with the long-term strategic objectives of the enterprise,so that the performance of employees can be closely linked with the strategic development of the enterprise,which not only reflects the real role of performance appraisal,but also enables the strategic development of the enterprise to be effectively implemented in various departments and posts.2.A set of internal perfect growth system closed loop.According to the different post competency models of each department and post,it matches the external suitable talents,and then provides comprehensive training courses according to different development directions,so as to help everyone match the current post competency as soon as possible,and improve other skills,so as to be competent for other positions in the future.The system is provided through 30 ranks of four career development directions The internal enough development space and the content of training courses provide sufficient internal driving force for the development of enterprises.It also provides employees with more enterprise identity and innovation,and provides sufficient talent and creative reserve for the future product development and strategy of the enterprise.