Research On The Establishment Of Human Resource Performance Appraisal System In A Company

As trade protectionism intensifies in the post-crisis era,competition in cross-border e-commerce industry becomes increasingly fierce.A company as a cross-border electricity industry's rising star,since there is no complete performance appraisal,also no any performance appraisal system,and the reality of competition background required quick response gap is too big,revealed a lot of such as performance appraisal lack of support for the company development strategy,establish a performance appraisal index system,the existing lack imperfect,not set scientific indicators of index weight,the correlation of index and strategy is not enough,evaluation subject is too narrow and the evaluation of the person is not objective enough.Therefore,A company urgently needs to build a complete set of performance appraisal system to cope with the changes of this era.Based on the relevant research results of predecessors,this paper uses empirical research methods such as questionnaire survey,interview and quantitative model research,and combines with normative research to build a performance appraisal system suitable for A company.The use of Analytic Hierarchy Process(AHP)to set the assessment indicators and weights of different functional positions has certain targeted new ideas,which is also conducive to the employ and implementation of classification.This paper mainly through the following five chapters of contents respectively on the related elaboration: the first chapter,we first analyzed the research background,purpose and significance of this article,literature review and evaluation,research method,research content and technical route;In the second chapter,we firstly defined the concepts related to performance appraisal,and then,the theoretical applications related to performance appraisal,such as BSC+KPI,strategic map and analytic hierarchy process,are summarized.finally,the research model of this paper is summarized.In the third chapter,first of all,we introduced A company and its organizational structure,conducted SWOT analysis and PEST analysis on A company,and formulated the strategic model and long-medium-short strategy target suitable for the development of A company through analysis and theoretical derivation.Then,through questionnaire survey,one-to-one interview and combining with the problems found in the job of human resource management,summarizes the current performance appraisal problems of Company A,analyzes the reasons,and points out the practical basis for company A to construct the performance appraisal system at present.Finally,the basic conditions for the construction of the performance appraisal system are briefly described.In the fourth chapter,the paper discusses the establishment objectives,principles and thinking of its performance appraisal system,then determines its strategic objectives and performance objectives of each department through strategic map,and determines the weight of each performance appraisal index by using analytic hierarchy process,and designs the performance appraisal table of employees with different functions.At last,we unfolded to narrate the mechanism of the effective operation of the performance appraisal system.In the fifthly chapter,it puts forward the supporting conditions to ensure the effective implementation of the performance appraisal system of A company from the aspects of organizational structure,capital and culture.Through the research in this paper,performance appraisal system with complete rules,fair and reasonable indicators,strict process management and other contents is established in A company,which can better control the performance appraisal process,achieve good incentive effect and improve the competitiveness of the enterprise.Through the practice of the performance appraisal system established,we have discovered that the critical factor of A company's performance appraisal is to realize the close connection of each department's work and the control of process time nodes,as well as to direct all performance appraisal indicators to the completion of each department's performance.At the same time,this study will also provide useful reference function for the theoretical research and practical work of related enterprise performance appraisal.