Abstract
The article takes Linzhi city perfect education as the object of performance appraisal. With a perfect education company to field visit investigation and using the methods such as interview, questionnaire investigation, the authors learn the existing problems in the company currently and they also find the causes of the problems. In order to develop staff progress review and convenient staff performance appraisal management, the authors complete the establishment of the balanced scorecard and the construction of key performance indicators (kpis) examination cycle model.
Highlights
Open AccessOne of the important reasons why China’s famous new Oriental, China public corporation education and other large training institutions still maintain their vigorous development is that corporate development is closely combined with employee performance management [1]
Yang Weimin (2014) argues that the staff performance appraisal model construction is the basis of the performance appraisal method; through the study on the comprehensive detailed understanding of employees, perfect performance appraisal model and the performance appraisal methods, performance evaluation can be further developed and enriched [5]
The optimum paths of performance management of the company are work plan, tectonic cycle model, establishment of reasonable staff performance progress review, timely disclosure of the summary analysis inspection data, and quantitative appraisal result feedback to each of the staff, it is convenient to be used in performance appraisal optimization path tracking [6]
Summary
One of the important reasons why China’s famous new Oriental, China public corporation education and other large training institutions still maintain their vigorous development is that corporate development is closely combined with employee performance management [1]. The performance management scheme can analyze and evaluate the staff’s working behavior, help companies find the problems in the work and timely solve them, at the same time, perfect performance management solution can standardize the employees’ work, public quantitative appraisal can stimulate staff’s work enthusiasm. In the 1980s, Satty analytic hierarchy process (AHP) and dupont financial analysis are the most widely used methods in enterprise performance evaluation, but as the market. Through factor analysis and AHP analysis method of quantitative analysis method, Liu Xiaoying (2009) establishes the comprehensive scorecard performance appraisal index system of EVA. The optimum paths of performance management of the company are work plan, tectonic cycle model, establishment of reasonable staff performance progress review, timely disclosure of the summary analysis inspection data, and quantitative appraisal result feedback to each of the staff, it is convenient to be used in performance appraisal optimization path tracking [6]
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