Study On Optimization Design Of Performance Appraisal System For Y Branch Of China Mobile

Affected by the overall economic downturn in China,the competition in the communication industry is becoming fiercer and fiercer.China Mobile Y Branch is currently facing unprecedented difficulties and challenges.The construction costs of core network,metropolitan network and cloud computing network for China Telecom and China Unicom continue to rise,which forces China Mobile companies to make rapid choices for innovative development.In addition,the traditional business market has been basically saturated,but the emerging digital industry has not been really established.The current business innovation level of the company is relatively low,and the revenue generating power of products and the ability of collaborative development are obviously insufficient.It is far from the goal of transformation and upgrading.In addition,affected by the domestic epidemic,the society is also undergoing complex changes.The past internal management system can no longer meet the current operational needs,and the problem of inadequate employee performance appraisal needs to be solved urgently.In order to deeply understand and grasp the actual situation of employee performance assessment of Y Branch of China Mobile,this research analysis conducted face-to-face interviews with some employees on the basis of questionnaire survey results.Through the integrated analysis of the obtained results,the problems of the current performance appraisal system of China Mobile Y Branch are summarized as follows: First,the scientific nature of the performance appraisal index needs to be improved;Second,the way of performance appraisal needs to be adjusted;Third,it is urgent to establish the evaluation,communication and feedback mechanism.The proposed optimization scheme is as follows: First,the performance indicators are divided and set reasonably;Secondly,select more fair and professional evaluation methods and evaluators;The third is to build a two-way communication mechanism to ensure that the employee performance appraisal system can keep up with the requirements of the development strategy of the enterprise.Finally,in order to ensure the strict implementation of the performance appraisal program,it is also necessary to win the recognition and support of the top management personnel.It is necessary to attach importance to the construction of corporate culture,build a new management system,and equip with more targeted reward distribution and reward and punishment mechanism.