Research On The Optimization Of The Performance Appraisal Index System Of Department Employees Of X Company

With the development of The Times,the key to whether a company has competitiveness and vitality lies in how to carry out effective human resource management,and the construction of scientific performance appraisal index system is the core link of human resource management.A scientific performance appraisal index system can mobilize employees’ enthusiasm for work to the greatest extent,stimulate their potential and improve the overall performance of the enterprise.For the future development of the enterprise,a scientific and sound performance appraisal index system is also an important driving force.X Company is a vertical e-commerce company focusing on organic health food,which has been established and developed for a relatively short time.It has not yet built a sound and reasonable employee performance assessment system,and there are still many problems in daily assessment.In order to solve these problems,this paper combined the theoretical knowledge of balanced scorecard and key performance indicators to optimize the design of the performance assessment indicators of the technical development post and the operation specialist post of the operation department of X Company.First of all,through the interview and questionnaire survey method to understand the current performance appraisal situation of X Company,it is found that the current performance appraisal indicators are not closely combined with the enterprise strategy,the selection of performance appraisal indicators is not reasonable,the weight of performance appraisal indicators is not scientific and other problems,further analyze and clarify the causes of these problems.Secondly,define the strategic development goals of X Company,set the key success factors of the technology department and the Operation department of X Company from the four dimensions of finance,customers,internal processes and learning and growth according to the balanced Scorecard and key performance indicator theory,and break down the organizational,departmental and post goals layer by layer.Optimize the performance appraisal index system of employees in technical development and operation specialist positions of X Company,and use hierarchical analysis to determine the weight of performance appraisal index.Finally,it puts forward the safeguard measures for the implementation of X Company’s employee performance appraisal index system,including integrating the performance appraisal into the company’s management system,strengthening the training of the performance appraisal system,establishing the performance appraisal communication mechanism,establishing the performance appraisal appeal mechanism,and establishing the reward and punishment mechanism according to the performance appraisal results to ensure that the performance appraisal index really plays its role.Taking X Company as an example,this paper studies the optimization of the performance appraisal index system of employees in the company’s departments,and proposes a set of feasible implementation plans,which will promote the performance of employees and promote the sustainable development of the enterprise.