Research On The Optimization Of Performance Appraisal System Of B Construction Company

Over the years,with the sustained and stable development of China’s national economy,the construction industry,like other domestic industries,has always maintained a continuous expansion trend.Due to the increasing investment in fixed assets in all walks of life and the rise of domestic private construction enterprises,the scale of the construction industry continues to expand and its important supporting position in China’s national economy continues to improve.However,many domestic construction enterprises still have deficiencies in human resource management,especially the lack of a scientific and systematic performance appraisal system,which leads to the extensive performance evaluation within the enterprise,and it is difficult to accurately evaluate the performance of departments and employees,which greatly affects the salary management,personnel appointment,personnel promotion,personnel training and other work,and then affects the enthusiasm and creativity of employees.Therefore,it is necessary to improve the performance appraisal system,improve the effectiveness of performance appraisal and promote the long-term development of enterprises.Therefore,this paper takes B construction company as the research object.Through the analysis of its performance appraisal system,and using the methods of questionnaire and interview,this paper collects the information of the company’s management and ordinary employees,so as to find the problems in the performance appraisal system,such as unclear cognition of performance appraisal,dissatisfaction with the appraisal results,unscientific appraisal indicators,untimely communication with employees Performance appraisal feedback did not achieve the expected purpose and other problems,and further conducted a comprehensive and in-depth analysis of the main causes of the problems.In order to solve the above problems,this paper puts forward the optimization design of the performance appraisal system based on the balanced scorecard,decomposes the strategic objectives to each department and employee layer by layer,constructs the performance appraisal index system of four dimensions at different levels,uses the analytic hierarchy process to determine the index weight,and ensures the implementation of the performance appraisal optimization scheme from the four aspects of system,culture,organization and personnel.By optimizing its performance appraisal system,improve the performance level of B construction company and increase the competitive advantage of human resources,so as to achieve the strategic goal of the company.