Study On Optimization Of Performance Appraisal Of Integrated Office Employees In The J Company

Performance appraisal plays an increasingly important role in enterprise management.By establishing a scientific and effective performance appraisal mechanism to guide employees and help them improve their performance,employees can achieve positive and effective job promotion,complete the established work objectives,and promote the realization of organizational objectives.Company J,the research object of this thesis,is a third-level unit under the Fifth Bureau of China Construction Group,a construction enterprise.It is located in Nanchang,Jiangxi Province,and has 800 employees.General office staff refers to general office staff.According to the company-project system,J Company has 1-2 general office staff for a construction project.There are 10 department staff and 100 project staff in this line.The general office is mainly responsible for the comprehensive work of human resources,administrative logistics,party construction,discipline inspection and supervision of construction projects,as well as project coordination and management.It is the irreplaceable power line of a construction project from the preliminary preparation to the final account.It is responsible for the personnel training and human efficiency output of the project,and plays an indispensable role in the control and promotion of the periodic development of the project and the project quality and profit.Is a construction project vitality of the "power pool",their performance also greatly affects the project performance.Due to the business growth,scale expansion and personnel increase of Company J,the company has started to conduct special performance assessment for staff of the General Office since 2020.At present,the company mainly uses key performance assessment indicators to conduct unified performance assessment for staff at all levels.There are many problems in the assessment: Insufficient publicity and training of performance appraisal system,non-standard performance appraisal process,imperfect design of performance appraisal index and weight allocation,and lack of feedback of performance appraisal.Therefore,by analyzing and studying the performance assessment of the general office staff of Company J,the author adjusted the organizational structure,re-analyzed and designed the job description based on the principles of conforming to the company’s strategic objectives,being objective and fair,measurable indicators and classified assessment,and designed the optimization plan independently according to the three levels of division: project secretary,general office director and basic staff of general office.The project secretary performance appraisal is designed according to the balanced scorecard model of finance,customer,internal business process,learning and growth.The director of the general Office shall carry out the comprehensive performance index assessment design according to the project coordination and the specific work module content;The grass-roots staff of the general office designed key performance indicators according to the specific modules of manpower,administration,party and mass,discipline inspection,etc.At the same time,the performance appraisal committee and the credit culture and project secretary training plan are used as the guarantee for the implementation of performance appraisal.By optimizing the design of the staff performance assessment scheme of the general office of J Company,the actual performance assessment adjustment of the enterprise can be guided,and the enterprise can obtain the market leading position among similar enterprises of the construction unit,improve the management level of the enterprise and develop the long-term competitive advantage of the enterprise.At the same time,the theoretical significance of the study lies in that,for the general contracting construction units,focusing on the project general office staff performance appraisal scheme can also bring certain enlightenment and reference to the same industry.