| The level of enterprise performance management is one of the most important indicators to measure the level of enterprise comprehensive management,and also the key to enterprise human resource management.The construction field is a labor-intensive industry,but the level of enterprise performance management is generally low and belongs to extensive management.With the continuous standardization of the business model in the field of construction engineering,the competition among enterprises in the industry is also increasing.How to carry out scientific and effective employee performance management has become the subject of construction enterprises to explore.As a large construction company,S Company has developed rapidly since its establishment,but in recent years,it has also clearly felt the twoway pressure from the macro economy and industry competition.In this context,it is particularly necessary to start with internal management optimization and establish a scientific and feasible performance evaluation system to encourage employees to create value and strengthen enterprise competitiveness.On the premise of fully summarizing the research of scholars at home and abroad,this paper determines to optimize the employee performance evaluation system of S Company through the introduction of the four dimensions of the balanced scorecard: finance,customer,internal process and learning and growth,and analyzes the problems existing in the current performance evaluation of S Company and then makes targeted optimization.Based on the analysis of the current performance evaluation status of S Company and the questionnaire survey on performance evaluation carried out by employees,this paper concludes that the current employee satisfaction of S Company’s performance evaluation is generally not high,and there are four problems,including weak awareness of performance management,unscientific setting of evaluation indicators,insufficient implementation and application of performance evaluation,inadequate communication and feedback of performance evaluation.To this end,this paper optimizes the employee performance evaluation system of Company S from the two aspects of performance evaluation index optimization and performance evaluation execution system optimization.First,the performance evaluation index is determined by introducing four dimensions of the balanced scorecard,and then the weight of the evaluation index is determined by expert consultation and analytic hierarchy process,followed by performance awareness,performance implementation,performance application The performance evaluation system is optimized from four aspects of performance communication and feedback.Finally,this paper summarizes the implementation steps and safeguard measures of the optimized performance evaluation system for employees of Company S.The research on employee performance evaluation of S Company in this paper has sufficient reference significance for S Company and other enterprises in the same industry to carry out human resource management,so as to enhance the core competitiveness of enterprises.It is also an important supplement to the Balanced scorecard theory and the research on employee performance evaluation of enterprises. |
