Research On Optimization Of Performance Appraisal System Of W Company

In recent years,due to the domestic and foreign environment,epidemic and other factors,market competition pressure intensified,limited market space has forced enterprises to constantly self-innovation,improve product quality and service level,so as to occupy more market share.Effective performance management,as one of the key means to achieve the strategic goals of enterprises,can bring into play the combined effect of organizational performance and individual performance;The scientific and reasonable performance appraisal system is an important part of performance management,which can further stimulate the potential and enthusiasm of employees and promote the effective operation and operation of enterprises.Therefore,in order to maintain competitive advantages,enterprises must have a scientific and reasonable performance appraisal system as a support.This paper takes the current situation of PERFORMANCE appraisal of W Company as the research object,and researches the current situation of performance appraisal system of W Company by literature method,questionnaire survey method and interview method on the basis of relevant theories and application research of performance appraisal at home and abroad.It is found that the performance appraisal system of W Company has some problems,such as no professional appraisal organization,unscientific design of performance appraisal indexes and weights,and incomplete application of performance appraisal results.Based on this,this paper analyzes the causes of the problems by combining relevant data and cases,such as the misunderstanding of assessment indicators,unclear job responsibilities,ineffective performance assessment results and implementation of performance assessment concepts.Based on the analysis of existing problems and causes,W Company optimizes the existing performance appraisal indicators.In order to make the performance appraisal indicators targeted and effective,when optimizing the key performance indicators,W Company first defines the optimization objectives and principles of the performance appraisal system,and makes preparations for the optimization design,such as setting up the compensation and performance appraisal committee and clarifying the appraisal subjects and cycle.Secondly,the balanced scorecard is used to decompose the key performance factors of the company,and then the company-level key performance indicators are optimized based on the strategic objectives of the company.Secondly,combined with the key value chain of each department,the key index of department level is optimized and the index characteristics of management and business department are highlighted.Then combining with the work characteristics of different positions,the key performance indicators of management,RESEARCH and development and business are optimized.Thirdly,weight factor judgment method and other methods were used to determine the weight scores of key performance indicators at each level of optimization design.Finally,the implementation guarantee measures of the optimization scheme of the performance appraisal system should be clarified to ensure that the performance appraisal is carried out in practice and not a mere formality.Based on the mission and vision of W Company,this paper optimized the design of key performance indicators at all levels and the form,evaluation criteria and weight of each indicator,so as to build a scientific and reasonable performance appraisal system.The scientific and reasonable performance appraisal system not only lays the foundation for the effective performance management of the company,but also improves the fit between the appraisal indicators and strategic objectives,and provides reference for the optimization design of the performance appraisal system of the same type of enterprises.