Study On Optimization Of The Staff Performance Appraisal In HT Group Design Department

Talent,as the key factor of enterprise operation and development,how to effectively manage and reasonable incentive it has become one of the key factors determining the success or failure of the enterprise.Performance appraisal management,as the core function of an enterprise,is a powerful means for human resource department to implement management.In recent years,the architectural design market has become increasingly competitive,and HT Group’s design department has been operating in the red.This paper takes the staff of design department as the research object,and finds that the human resource department adopts the management mode of traditional design company to evaluate the performance of the staff of design department,which leads to the poor enthusiasm of the staff and even the phenomenon of the loss of some key talents.Therefore,it is of great practical significance to establish a set of scientific and effective performance appraisal system for the development of design department.Based on the systematic review of relevant domestic and foreign literature on performance appraisal management,this paper takes the performance appraisal of staff in the design department of HT Group as an example,and conducts a detailed investigation on the status quo of appraisal by using the questionnaire method.Through the data analysis of the collected questionnaires,it finds out the existing problems and deficiencies.At the same time,based on the current performance assessment status and operational development of the staff in the design department of HT Group,a set of practical performance assessment system is reconstructed for the staff in the design department.The key assessment indicators of KPI are selected by scientific methods,which provides objective and quantifiable basis for the performance evaluation and scoring of the staff in the design department.Then,using the combination of analytic hierarchy process(AHP)and entropy weight method,the weights of key assessment indicators are determined,and the scoring standards of key assessment indicators are formulated,which improves the performance assessment management system of the staff in the design department of HT Group.Finally,in order to ensure the smooth operation of the optimized performance appraisal system,this paper discusses in detail from the organizational,institutional and cultural levels to ensure the effective implementation of the optimized appraisal system for the staff of the design department of HT Group.In this paper,the performance appraisal optimization scheme developed for the staff in the design department of HT Group objectively quantifies the work content of the staff and ensures the authenticity of the performance appraisal results.Hope that,to a certain extent,the work enthusiasm of employees has been improved,the performance appraisal management level of design department staff has been promoted,and HT Group has retained technical talents.At the same time,it also has practical reference significance for the performance appraisal management of the design department staff of other engineering consulting companies.However,the optimized performance appraisal system still needs to be continuously improved in the future operation,so as to truly achieve the win-win situation of the improvement of employees and the completion of the strategic objectives of the enterprise.