Research On Performance Appraisal Optimization Of Company B

Small and micro enterprises are indispensable to our economic development.They not only provide a large number of jobs,but also have a strong vitality of innovation.In order to activate the vitality of talents,it needs the support of performance appraisal.Due to their weak strength,small and micro enterprises often do not have a complete or imperfect performance appraisal program,which leads to certain difficulties in attracting talents and retaining them.Small and micro enterprises should establish a comprehensive performance appraisal mechanism,so as to objectively and accurately measure,evaluate and improve the performance of skilled employees,motivate their enthusiasm and innovative spirit,enhance team cohesion,and ultimately achieve long-term and stable development of enterprises.B company is committed to building a high-quality service-oriented small and micro enterprise,and talent is an indispensable part of it.Therefore,we must establish a set of sound performance appraisal program.This paper starts from the analysis of the current situation of Company B’s performance appraisal,and finds that there are some problems in the performance appraisal of Company B,such as the mismatch between the existing performance appraisal and the development of skilled employees,the lack of scientific performance appraisal index setting,the imperfect performance appraisal process,and the incomplete application of performance appraisal results.These problems are caused by the lack of strategic guidance in the setting of performance indicators,the incomplete understanding of the management on the purpose of performance appraisal for skilled employees,the low participation of skilled employees in the development of performance appraisal process,and the inadequate feedback and incentive of performance appraisal information for skilled employees.In order to solve these problems,on the basis of following the principles of performance orientation,positive incentive,impartiality and objectivity,continuous improvement and simplicity,It puts forward some suggestions,such as establishing the concept of developing technical staff performance appraisal,constructing perfect technical staff performance appraisal index,improving the implementation process of technical staff performance appraisal and unblocking the feedback channel of technical staff performance appraisal process.In order to better promote the performance appraisal plan of Company B proposed in this paper,guarantee should be carried out in the three aspects before,during and after implementation.Among them,the guarantee before implementation includes seeking recognition and support from the leadership of the company and strengthening the publicity and training of performance appraisal.The guarantee in the implementation includes establishing and improving the communication and feedback mechanism,strict selection of evaluation personnel and strict evaluation process;The guarantee after implementation includes strengthening the application of performance appraisal results timely adjustment and improvement of performance appraisal scheme.Further,this paper compares the performance appraisal effects before and after optimization,mainly from the technical employees’ satisfaction with the company’s performance appraisal,technical employees’ participation degree,the application of performance appraisal results,the promotion of project completion efficiency,and the overall management and operation quality of the company.