Research on Optimization Strategies of Employee Performance Management in K Engineering Company
DOI:
https://doi.org/10.54097/ajmss.v4i1.11650Keywords:
Employee Performance Management, Performance Appraisal, Key Performance IndicatorsAbstract
This article takes employees of K Engineering Company in Guizhou Province as the research object, and uses literature research, interview, and questioning methods The questionnaire survey method and empirical research method are used to analyze the current implementation status of performance management in K Engineering Company, identify the main problems in its performance management, and finally propose specific and feasible optimization plans for the identified problems. This article adopts data from a questionnaire survey conducted on employees of K Engineering Company, and through empirical analysis of the company's strategic policies and development goals, it is found that there are several problems in the performance evaluation of K Engineering Company employees, such as unreasonable setting of evaluation indicators during the performance goal setting stage, and inconsistency between performance management and job positions; In the performance monitoring and coaching stage, there are problems with a single performance monitoring method and a mere formality in performance coaching; In the execution stage of performance appraisal, there are problems such as ineffective performance appraisal methods, unfair company performance appraisal, and low participation of company performance appraisal employees; In the feedback stage of performance application, there are issues such as the lack of established performance communication and feedback channels, the insignificant incentive effect of employee performance management, and low satisfaction with the application of employee performance evaluation results. Analyze the reasons for the problems in employee performance management of K Engineering Company, propose an optimization plan for performance evaluation of relevant personnel, and optimize performance evaluation indicators, content, cycle, feedback and application of performance results, I hope that the research in this article can provide assistance to K Engineering Company in terms of performance management system, and can provide guidance for K Engineering Company Contribute to high-quality development.
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