Research On TW Company Employee Performance Appraisal System

With the maturity of the domestic market economic system,the national economy presents a vigorous development trend,and the market competition in all walks of life tends to be white hot.Facing the severe market competition pressure,the urgent task for enterprises is to focus more energy on the promotion of competitive advantage.Compared with large enterprises,small and medium-sized enterprises need to carry out systematic research in the process of implementing performance management.Enterprise performance evaluation is still in the initial stage.Because the above research results have not been paid enough attention,it is difficult to fully show its effectiveness.In addition,there are still many deficiencies in the evaluation activities carried out around the existing financial indicators.The previous research results can not bring good support to the enterprise strategy,and even bring a series of adverse effects,which will eventually affect the effectiveness of performance evaluation.Based on this,this paper takes the employee performance appraisal system of TW company as a research case,combs the research results and theoretical viewpoints of performance appraisal of relevant departments and employees at home and abroad through the method of literature research,comprehensively considers the actual situation of TW company,and objectively and deeply analyzes the current performance appraisal status of TW company by using the methods of questionnaire survey and interview.By analyzing the current situation of its performance appraisal,this paper summarizes the problems existing in the existing employee performance appraisal system of TW company: 1 Unclear purpose of performance appraisal;2.Insufficient feedback on performance appraisal;3.The pertinence of performance appraisal indicators is weak;4.The assessment cycle is long.The root cause of the above problems lies in 1 Inaccurate positioning of performance appraisal objectives;2.Performance appraisal appeal mechanism and feedback are mere formality;3.The setting of assessment indicators is not reasonable;4.The performance cycle setting needs to be improved.By analyzing the reasons and optimizing on the basis of the original performance appraisal scheme,using the analytic hierarchy process,taking the six aspects of work performance,work attitude,human resources,technological innovation,work ability and internal consistency as the quasi side layer,this paper constructs the comprehensive evaluation index system of TW company’s performance appraisal,and improves the company’s performance appraisal cycle,performance appraisal feedback channels and the application of performance appraisal results.Through the comprehensive evaluation index system of performance appraisal,this paper puts forward a series of measures to help ensure the implementation of performance appraisal scheme,taking corporate culture,organizational structure,management system and personnel as the starting point to help TW company establish and improve the performance appraisal guarantee system.After adjustment,TW’s performance appraisal scheme will be more reasonable and practical,which can ensure the long-term and healthy development of the enterprise.