Research On Optimization Of Employee Performance Appraisal In Road And Bridge Branch Of Guizhou Construction Engineering Grou

With the construction industry getting more and more fierce,the company’s talent management is put forward higher request.Performance appraisal as an important part of the incentive and constraint mechanism of a modern enterprise management,is widely used in the human resource management of all walks of life,construction industry is not exception.Effective performance appraisal can fully mobilize the enthusiasm of employees,helping enterprises achieve strategic goals.The performance management level directly affects controlling cost and raising management efficiency of the construction enterprises,but as a result of inadequate development of the construction enterprises,It is facing a lot of troubles that the old performance appraisal system is not sound,management methods are old and human quality is not high.especially the construction enterprises under the background of state-owned enterprises,performance appraisal often become a mere formality.Based on the Road and bridge branch of the guizhou construction and engineering group as the research object,with the theory and research status of performance appraisal as the instruction,on the basis of the current performance appraisal system,through questionnaire and interview of the company’s performance appraisal of the staff,in-depth analysis and explanation,Finding out the problems and the reasons of the problem.The study found existing in the staff performance appraisal system of the Road and bridge branch of the guizhou construction and engineering group is that not matching the enterprise strategic goals,not designed unscientific performance appraisal index,the lack of the performance appraisal information communication,and the evaluation results without feedback,Performance appraisal is a mere formality,which is not valued and recognized by most people of the company.In view of the actual operation of performance appraisal of employees in Road and Bridge Branch of Guizhou Construction Engineering Group,in order to make performance appraisal more scientific and systematic,this paper puts forward the general idea of optimization design of performance appraisal system,combining with the company’s strategic goals,By using the multiple performance management tool of key performance indicators(KPI)and balanced scorecard method,start afresh and decompose the performance target.forming the enterprise level,department level and employees level of assessment indicators,setting the key performance database.This paper takes the engineering company as an example for researching the optimized performance appraisal system,Setting up the specific performance appraisal scale and key indicator of the engineering employee’s performance appraisal,constitude the engineering employee performance appraisal index system together with personal ability and personal attitude.This paper uses analytic hierarchy process(AHP)to determine the weight of each indicator,through the performance plan,performance appraisal,performance feedback and performance results application of closed loop,it can solve the problems of the staff performance appraisal.Finally it establish and perfect the related security system of organization,system and resources,make sure that the assessment and optimization scheme can run smoothly,finally form a set of complete,exploitativeness performance appraisal system.