| General Secretary Xi Jinping attach great importance to the private economy with healthy development,and emphasize to unite private businessman around our party,since the Sixth Plenary Session of the 19 th Central Committee.With the normalization of the epidemic,if small and medium-sized private enterprises want to improve their own survival and development capabilities,they must not only rely on the support of relevant national policies,but also their own management is extremely important.Enterprise management and development are inseparable from a group of excellent managers.Establishing an effective performance appraisal system for managers can not only provide a basis for the compensation of managers,but also promote the realization of strategic goals by improving the personal performance of managers.Although W company has initially established the assessment of management personnel including the heads of all departments and sections,but the current assessment method has not played an ideal effect.Due to unreasonable index setting,single assessment subject,unclear assessment standard,lack of motivation and the system with communication and feedback is also lacked,etc.As a result,managers lack work enthusiasm and personal performance is difficult to complete,which can’t cause the company with high-efficient development.Based on the above background,this thesis take the managers of W Company as the research objects.The W company’s performance evaluation system is optimized under the guidance of relevant theories of performance appraisal,and questionnaire survey,interview method and AHP these methods are used.Firstly,based on the performance appraisal concepts to specify the background and significance of this thesis.The second part is to analyze the present situation of W company’s performance appraisal about management personnel,mainly discussing its existing problems and cause analysis.Next,to perfect the management performance appraisal system of W Company,the following five aspects are included: First,set the performance appraisal index dimension of work performance,work ability and work attitude based on the optimization of the performance assessment system’s objectives,principles and contents.Study on corporation strategy goal and based on the method of KPI,by using fishbone diagram to build the performance index system,and according to the post responsibility,refining its indexes.Using the brainstorming method to determine the work ability,work attitude dimension of the assessment index.Second,to ensure the index weight design in a way of scientific and reasonable,this thesis adopts the penalty method and analytic hierarchy process to set the weight of each assessment index,and the results show that the performance of managers accounts for the largest weight in the whole assessment index.Thirdly,implying the method of 360-degree assessment,the examination subjects are determined as the managers themselves,their direct superiors,the managers of the same level and affiliated employee.It also based on the particularity of managerial positions and the character of assessment indicators,the assessment period is determined by the aspect of indicators and the different level of managers.Fourthly,the objectivity of performance appraisal is ensured by using the method of grade evaluation which is used to explain the status of each grade of the appraisal index in detail.Fifth,add performance feedback and results application mechanism to ensure the efficiency and incentive of performance assessment system.Finally,proposing some safeguard measures to make sure the optimized performance appraisal system can be effectively implemented.Optimizing the W company’s management staff’s performance appraisal system with more targeted is helpful to motivate the administrator’s enthusiasm and creativity,so as to performance improvement of the company.It can also provide real reference basis and reference significance for the performance appraisal system design of the same type of enterprises. |
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