Study On The Optimization Of Performance Appraisal System Of Company A

At the beginning of 2020,the outbreak of New Crown Pneumonia in China directly led to the overall socio-economic depression,with a large number of real enterprises stopping work and production for a long period of time,lacking operating income and experiencing a continuous decline in business conditions.At present,the spread and proliferation of the New Crown pneumonia epidemic in China has been largely controlled,but the impact of the earlier outbreak has caused a prolonged economic stagnation in China,and the operating conditions of various enterprise groups have suffered a tremendous impact and their operating revenue capacity has been greatly reduced.At present,China's enterprise groups are actively carrying out internal management optimization and adjustment to actively restore their own production and operation capacity.As a member of the Chinese market,Company A also needs to consider the above issues.In this paper,based on the compilation and absorption of existing literature research results on performance appraisal and performance management at home and abroad,we understand in detail the connotation of the concept of performance,performance appraisal system,and performance appraisal system,and study the key performance indicator method,balanced scorecard and other related performance appraisal methods.After that,we analyze the specific situation of the current performance appraisal system,appraisal methods,appraisal standards,and application of appraisal results,and analyze the main reasons for the problems of performance appraisal in Company A,based on its own business model and development status.Then,based on the company's organizational structure and the main responsibilities of departmental staff,combined with the company's strategic development goals,the current performance appraisal system is optimized and designed by using the key performance indicator method,starting from the key indicators at the enterprise level,selecting appropriate performance appraisal contents,refining departmental performance appraisal indicators and employee job performance appraisal contents,reasonably arranging the appraisal subjects,adjusting the appraisal cycle,and setting the performance appraisal indicator table.This paper provides a standardized performance customer evaluation basis for human resource management in Company A,starting from three levels: enterprise,department and position.Finally,this paper also formulates a detailed implementation plan and guarantee measures to ensure the rigor of the performance appraisal process,so that the enterprise can form a strict PDCA internal performance management cycle system from four aspects: performance appraisal,process management,result feedback,and optimization and enhancement,fully improve the internal human resource management level of the enterprise,enhance its market service capability and overall competitiveness,expand the scale of profitability,and promote the enterprise Better and faster development.