Research On Optimization Of Staff Performance Appraisal System In Gansu Zhongliang Engineering Construction Company

With the constant change of economic development requirements in the new period,our country in response to the rapid economic change,vigorously promote the new infrastructure.In the wave of new infrastructure development,engineering construction industry and enterprises ushered in a huge market opportunity.In the opportunity of growth and development,engineering construction enterprises are still facing the pressure and challenge of competition.For enterprises,in order to be invincible in the market competition,they need to improve the internal system,reform the operation and management,and pay attention to the cultivation and incentive of talents.As an important part of human resource management,employee performance appraisal can help enterprises highly integrate human resources,promote the joint development of market operation and talent growth,and continuously optimize the performance appraisal system has become one of the important topics for enterprises.Gansu Zhongliang Engineering Construction Co.,LTD.(hereinafter referred to as Gansu Zhongliang Company)is a typical regional private engineering construction enterprise.After more than ten years of development,the company has a set of perfect organizational structure,and the design of department functions and post responsibilities is relatively scientific and reasonable.In talent absorption and training,Gansu Zhongliang company mainly through social recruitment,school recruitment,mergers and acquisitions and other ways for the organization to transport talents.However,the company has achieved little results in performance appraisal,low internal execution efficiency and outstanding talent management problems,which are not conducive to the sustainable development of the company.In this paper,Gansu Zhongliang Company as the research object,based on the review and summary of performance appraisal and other related theories,through the questionnaire survey method analysis of the company’s current employee performance appraisal situation,accurate positioning and in-depth exploration of existing problems,found that the lack of systematic cognition,effective performance communication,assessment index system is not perfect and the lack of professional guidance are the causes behind.Based on KPI,target management,360 degree and other assessment methods,the staff performance assessment system of Gansu Zhongliang Company is optimized and designed,and the performance of the department,the department management,the department collaborative service and the ability and quality level are selected as the performance assessment dimensions of the managers.Work performance,work attitude,work ability and learning ability are selected as the performance evaluation dimensions of grassroots employees.Delphi and analytic Hierarchy process are used for weight quantification,and the implementation process,cycle,subject and application of employee performance appraisal are re-optimized.Finally,in order to ensure the smooth implementation of the optimized performance appraisal system,safeguard measures are proposed from the following aspects: publicity and implementation of performance appraisal concept,training of assessment implementation personnel,improvement of corresponding support system and performance appraisal culture.