Research On Performance Appraisal Optimization Of M Medical IT Company

In recent years,with the rapid progress of science and technology and the development of the global digital society,China’s information technology industry has been experiencing significant growth,the number of relevant companies and employees also soared sharply.For information technology companies which characterized by high-tech talent intensive,stimulating employees’ working enthusiasm and creativity while improving quality of technical products and services are the key to strengthening core competencies of enterprises.Scientific and effective performance appraisal helps corporates to achieve strategic goals by improving work efficiency,creating a good working atmosphere,and stimulating team collaboration.Therefore,a sound performance appraisal mechanism is crucial for information technology companies.This paper takes M medical information technology as the research object.Through the analysis of the company’s performance appraisal data of recent years,combined with internal questionnaire surveys and in-depth interviews,it’s found that M company’s current performance appraisal management exists problems,such as such performance appraisal goals are not focused,performance appraisal cycle and process lack of process control,performance appraisal indicators are ineffective,performance appraisal results and application do not have incentive effect.These problems lead to the deviation between the overall performance appraisal result and the company’s strategic performance goals,and the current performance appraisal mechanism cannot effectively support the company to achieve business strategic goals,so performance appraisal optimization is quite imminent.Based on relevant domestic and foreign literature and theories of performance appraisal,OKR is introduced,combined with M Company’s original performance appraisal system,to systematically optimize the performance appraisal issues.This paper selects business unit A of M company as a demonstration department,through using the optimized performance appraisal scheme to promote employees’ personal performance objectives to focus on the company’s strategic objectives,adjust the performance appraisal cycle to match the business process,strengthen the performance appraisal process management and control,and optimize performance appraisal indicators to be of responsibility pertinencere,modify the performance appraisal grade distribution rules,and widely use the performance appraisal results to boost motivational effect.Through formulating performance appraisal guarantee measures in multiple dimensions to ensure that optimized performance appraisal system can be fully and effectively implemented,and thus stimulate employee selfdrive,improve work efficiency,strengthen the company’s coordination mechanism,and reach a win-win situation for corporates and employees while achieving strategic goals of corporate.