Research On Employee Performance Appraisal Optimization Of Fubao Staff In A Human Resource Service Company

With the continuous improvement of domestic economic level,the competition pressure and uncertainty faced by various industries are constantly strengthening,and in order to complete the transition from a large population country to a powerful talent power,some policies have been introduced to support the development of human resources services industry,making human resources services industry more and more popular.However,the special talent education of human resources service industry is relatively backward,and the industry has fewer excellent service personnel,which aggravates the operating cost of human resources service enterprises.Enterprises need to invest a lot of human resources,financial resources and energy in cultivating talents.In this environment,human resource service enterprises,in order to cope with the increasingly fierce internal competition environment and increase their own development advantages,in addition to the improvement of their own service quality,timely adjustment of internal management methods,make full use of existing talent resources to stimulate enterprise vitality is also an important performance of the company to show high competition means.In the future of continuous economic development,the implementation of performance management is also one of the important management tools for enterprises to achieve their vision planning and strategic goals and ensure better survival of enterprises.Many enterprises and organizations also pay more and more attention to the internal implementation of performance management.In the whole process of performance management,performance appraisal is the core link,which can give full play to the maximum power of human resources and create more value for enterprises.Many enterprises also constantly correct their own performance management and performance appraisal imperfections in the actual operation process,and strive to make human resources,the largest resource of the enterprise,become their core competitiveness.Therefore,it is of great practical significance to establish a performance appraisal scheme consistent with the strategic objectives of the enterprise.The object of this study is A human resource service company,which specializes in providing human resource services for other enterprises.There are many problems in performance appraisal.In view of such problems,the performance appraisal index is optimized on the basis of the original performance appraisal.First of all,the paper summarizes and sorts out the domestic and foreign theoretical research results on performance appraisal.Based on the relevant theories of performance appraisal,the paper discusses the content of performance appraisal and expounds several main performance appraisal methods,laying a good theoretical foundation for this study.Secondly,taking the employee performance appraisal of the welfare Department of A human resource service company as an example,this paper briefly states the performance appraisal situation of the staff of A human resource service company,and further understands the performance appraisal situation of the staff of the welfare department of the company through interviews and questionnaires.It is found that the problems existing in the current performance appraisal of the staff of the Department of Welfare and Health include the mismatch between the indicators of performance appraisal and the posts,the inconsistency of the standards for completing performance tasks,and the formalization of the appraisal content.Based on the analysis of these problems,it is concluded that the reasons for the existing problems in the current performance appraisal of staff in the Department of Welfare and Health include the management’s inadequate understanding of performance appraisal,the inconsistency between performance appraisal and the development direction of the company,and the lack of relevant knowledge of performance appraisal.Finally,combined with relevant theoretical knowledge and the company’s strategic objectives,the current KPI assessment scheme for the staff of the welfare and Health Department was optimized,the purpose of performance assessment was clearly optimized,so that the company’s performance assessment could reflect the work of the staff of the welfare and Health Department in a more objective and scientific way,so as to further improve the company’s performance assessment,improve the performance management level,and solve the shortcomings of the company’s original performance assessment.It can also improve the performance management of the company.At the same time,it provides some reference for other Yunnan human resource service enterprises in the performance appraisal and performance management of employees.