Research On The Staff Performance Appraisal System Of R Company

For every enterprise,performance management is one of the most important management means to achieve its own strategic goals.The scientific establishment of the staff performance appraisal system and implementation plan,and ensure the smooth and effective operation of the system,will be able to give full play to the incentive role of employees,rationally configure the existing human resource of the enterprise,to ensure that employees at different levels perform their respective duties,improve the performance level and core competitiveness of the enterprise.R company is a state-owned enterprise integrating the production,research and sales of lubricating oil.It was established in December 2000.The current performance appraisal method of the company is relatively simple,and employees have great opinions on the content,method and application of the appraisal,which leads to low employee satisfaction,reduces the cohesion and competitiveness,and hinders the further development of the company.In addition,the company is facing greater market competition and internal management pressure,so it needs to further tap its own potential and motivate employees.How to improve and optimize the performance appraisal system so that the company can ensure the realization of development goals through the means of appraisal is a current problem for R company.On the basis of studying the current situation of the staff performance appraisal system of R company,this paper deeply analyzes various problems existing in the system.By drawing the strategic map of R company and using the balanced scorecard(BSC)and key performance indicators(KPI),it establishes the performance appraisal indicators of its branches and departments.Based on the 360-degree appraisal system,the performance appraisal indexes for every employee group are established.And through the use of analytic hierarchy process(AHP)to determine the weight of performance indicators.Aiming at the insufficient application and feedback of the performance appraisal results concentrated by employees in the preliminary questionnaire,this paper further puts forward the corresponding performance appraisal guarantee measures and application means,to ensure a closed loop for performance appraisal and all the appraisal results are implemented,and provides a strong practical guiding significance for the follow-up operation of R company's performance appraisal system.