ABSTRACT
Due to The Belt and Roadstrategy proposed, economic sharing and economic
globalization have achieved further and sustainable development in depth. The economic
exchanges among different industries are becoming more and more frequent and the degree
of integration is getting higher. At the same time, the competition among the different
enterprises in the same industry is becoming increasingly fierce. In addition, with the rapid
development of technology, when enterprises are more likely to obtain information and
resources in the course of their development, at the same rime, the market environment
they will confront will be much more complex. And the competition among enterprises
will become much more fierce. In this kind of turbulent development, some enterprises
have failed to move forward, due to the lack of perception and preparation and the lack of
scientific and rational allocation of various resources. Under the background of the current
market economy and the development of science and technology in China, human
resources are important components, which can not be neglected among the many factors
that strengthen the competitiveness of enterprises. Even to some extent, it has become the
first resource that affects the development of the enterprise.
At present, the level of human resource management from some enterprises in China
is still relatively weak. The degree of enterprises' perception to human resource
management is also relatively shallow. But under the background of the continuous reform
and development of the national economy, the economy from all walks of life has assumed
a rapid development trend. There are more and more opportunities in the course of
enterprise development, but how to identify and seize the opportunity as well as talents
more effectively is the key to the development of enterprise. Therefore, the importance of
human resource management to the development of enterprises is becoming more and
more important to the management layer of enterprises. If an enterprise is hungry to
achieve a sustained and healthy development and gain the initiative in the competition, the
following measures have become a real problem, which must be resolved for many small
and medium enterprises, such as how to effectively carry out human resource planning and
management and how to implement the performance examination system scientifically,
and how to achieve a reasonable incentive to employees, to ensure the integration of the
strategic objectives and the personal goals of the employees in the course of enterprise
development.
This paper takes CZ company as the research object. On the basis of demonstrating
comprehensive and systematic literature on performance management at home and abroad,
then according to the theory and method of the modern enterprise performance
management, combined with the actual performance management of CZ company, this
paper focuses on the problems and causes of the company's performance management in
the course of employee performance management. In addition, through systematic analysis
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on the related data of the performance management of the company, and depending on
deep and systematic analysis of the current status of the performance assessment of CZ
employees, this article, after utilizing the modern enterprise performance assessment tools
and methods for reference, finally puts forward the optimization design plan of CZ
company employee performance examination system, including main body, key indicator
setting, assessment promotion arrangement, feedback and complaint, check cashing. And it
also puts forward the implementation of strategy and concrete measures of the plan of
organization and system guarantee.
Keywords: Performance management, performance appraisal, optimization design。