Research On The Optimization Of Performance Appraisal System Of Functional Departments Of A Company

Departments within an enterprise are usually divided into business departments and functional departments.The performance of business departments can be assessed quantitatively with financial data or market data,while the performance of functional departments can only be assessed qualitatively instead of using data.Therefore,the performance appraisal of functional departments is a difficult point of enterprise performance management.This thesis takes A Pot Company(hereinafter referred to as "Company A")as the main research object to carry out the optimization of functional departments’ assessment system.Firstly,from the perspective of enterprise value chain,this thesis takes the value embodiment of functional departments as the theoretical basis,and proposes that the performance appraisal of functional departments should be based on the four dimensions of the department’s key work,routine work,collaborative work and special work.Through interview and questionnaire survey,the status situation and existing problems of performance appraisal of company A are summarized,which are mainly reflected in three aspects:unreasonable evaluation index design,unreliable sources of assessment data and unscientific application of appraisal results.Then,based on the strategic objectives of company A and the auxiliary value of functional departments,this thesis selects indicators to solve the problem of unreasonable evaluation index design.The specific optimization scheme is to use the objective management method to decompose the strategic objectives of the company A to obtain the assessment indicators of key work,and extract the routine work assessment indicators by sorting out the daily work arrangements of various functional departments,while collaborative work depends on the response time,timeliness of completion and work quality of collaborative work.At the same time,the specific assessment indicators of each functional department are selected based on objective and key results method and key index event method,and the weight of each indicator is determined by AHP.Thirdly,this thesis suggests to adopt the assessment model of "leadership’s preliminary assessment and the assessment committee for final assessment" of company A to solve the problem of unreliable assessment data.Among them,the added questioning link provides a two-way communication channel for the examination and appraisal committee and the examinee,forming an effective check and balance on the evaluation organization,which can not only ensure the authenticity of assessment data,but also improve the openness and transparency of assessment and standardization of formulation.Finally,the fuzzy comprehensive evaluation method is used to scientifically evaluate the new performance appraisal system of company A,which proves that the design of the new system has been improved in fairness,accuracy and scientificity,so as to solve the performance appraisal problem of functional departments of company A and improve the company’s ability to cope with external competition and strategic implementation.