The Research On Project Manager Performance Appraisal System Of JD Company

In the past two years,the system reform of geological prospecting units throughout the country has been deepening continuously.Geological exploration enterprises born out of public institutions are generally facing the situation of being separated from public institutions and losing equipment,capital,personnel and technical support.With fierce market competition outside,and under the pressure of rising costs and decreasing funds inside,it has become more and more important to discard the traditional and extensive management mode,reshape internal management and stimulate enterprise motivation.How to improve the outdated performance appraisal system,stimulate internal vitality,and enhance the competition,has become the key issue to be solved urgently recently.In geological prospecting units,the project manager plays a key role in the quality and reputation of the project,and has an impact on the core competitiveness of the enterprise and the rise and fall of the honor and disgrace.Therefore,it is extremely important to effectively evaluate the performance of the project manager.Taking JD Company as an example,this paper carefully analyzed the current performance appraisal system for project managers.By questionnaires survey,in-depth interviews and so on,the paper tried to find the existing problems.The main problems focused on: there are many qualitative indicators in the appraisal,and the whole index system is not perfect;The examination subject and its weight are not reasonable,without effective feedback,then the application of results is very limited.To conquer these problems,introduce the balanced scorecard theory,set up from four aspects of the project manager is the key indicators of performance evaluation,namely the financial aspect,customer satisfaction,business and sustainable development,the main financial indicators involved in the project proceeds,the cost of material and human resources in several aspects,such as customer satisfaction of the customer,the civilized construction criteria,risk probability,engineering criteria,complaints made specific provision accident probability and other relevant requirements,in terms of internal use on schedule,quality,safety,litigation and so on has carried on the detailed requirements,It also makes a clear plan for the learning and growth indicators such as employee turnover,satisfaction,per capita number of evidence and work results,and determines the weight of the indicators through the joint discussion of experts at all levels.The appraisal subject was changed,and the phenomenon that the superior accounted for 80% of the weight was corrected in the past.The diversified appraisal subject was set,and the weight was assigned according to its familiarity with the project manager's work.In addition,it is suggested to take measures from three aspects of system,organization and culture to ensure the operation of the new assessment system.In this paper,the integrated use of a variety of methods,according to JD company designed the performance appraisal system,expand the project manager performance evaluation index dimension,deepen the index scale,help to excite the work enthusiasms of project manager,to improve the work efficiency and the company's internal management level,for the perfection of enterprise human resource management system has certain practical significance and future development planning,of resource exploration type of enterprise performance management system to have certain reference significance.However,this study is still exploratory and has some limitations,which needs to be further discussed.