The Reserch on Improvements for Employees’ Performance Appraisal System of Changsha Material Trade Co.,Ltd
|Keywords||Changsha Material Trade Co.LTD Performance Appraisal AnalyticHierarchy Process|
The great development of our society and the advancement of times have acceleratedcompanies to strengthen and reform the performance appraisal management system. The old vague performance appraisal policies have been refined and implemented gradually by managers. The establishment of a more scientific performance appraisal system has therefore become one of the important content of the human resource management department. The correct and scientific measurement the contribution of every employee and the improvement their enthusiasms to draw out their potential have played a vital role for the achievement of the company’s overall plan. A fair, healthy andprogressive appraisal platform helps employees to work in a competitive and incentive coexisting working environment. It can not only greatly improve the employees’ potential and effectiveness of the work, but also create a good environment for the development of the business, which is very favorable for the realization of the corporate strategic objectives, as well as for the long-term development in the future.This paper, based upon the research conduced at Changsha materials trading company, from the elaborate research background, discusses the purpose and significance of this study, the main content of this study, and illustrates the key research methods andfindings. Then it defines the concept of performance, performance appraisal, and introduces the related performance appraisal methods and the weight determination methods. The research analyzes the current performance appraisal system of Changsha Materials Company, and finds out the deficiencies of the current system through questionnaire survey among the employees. The findings can be summarized as follows: unclear purpose of performance appraisal, lack of understanding of the performance appraisal, and inappropriate performance appraisal evaluators, a lack of timely communication during the performance appraisal process, inappropriate connection with the salary distribution, ignorance the performance of communication and improvement. Basedon these findings, the paper analyzes the underlying reasons for the performance appraisal deficiencies, which include the lack of knowledge of the performance appraisal, the lack of timely communication mechanism, the lack of control of the appraisal process, employees’ weak sense of corporate culture. This paper made clear the purposes and principles of performance appraisal system of Changsha material trade co.LTD trading company and designed the performance appraisal system of the company as well as performance appraisal table, which has adopted analytic hierarchy process to determine the various assessment indicators of the right weight. According to the appraisal system, in the last part of the paper, it also suggested the implementation processes: training before the implementation-determining the assessment steps-communication and feedback during the assessing-controlling–application of the assessment results. At the same time, in terms of the risks encountered during the performance appraisal process, the author also proposed some corresponding methods for the implementation of the new performance appraisal program.