In the final analysis, enterprise management is still a management problem of "people". Performance appraisal is a process of assessing and evaluating employees' work behavior and actual effect by using various scientific and quantitative methods. It is the core function of various functions of human resource development and management, and almost runs through all links of enterprise human resource development and management.

At present, many employees do not understand the real purpose and significance of performance appraisal, and even have resistance. They think that performance appraisal is formalism and "image engineering". What's more, they regard performance appraisal as looking for their mistakes, smashing their jobs and "settling accounts after autumn". This idea leads to the delay and perfunctory responsibility of all departments, which can not meet the needs of the long-term development of the enterprise. Performance appraisal has become a formal activity of "appraisal for appraisal", which also consumes a lot of time, manpower and material resources in vain.

At the beginning of the year, the company appointed managers at all levels to form a new leading group. As the core key of the enterprise operation center, managers at all levels can not only directly affect the rise and fall of the enterprise, but also directly determine the survival of the enterprise. Performance appraisal is a kind of control over the management process, Its core management goal is to improve employee performance and enterprise management through understanding and testing employee performance and organizational performance, and through the feedback of results.

Performance appraisal is the basis for the distribution and adjustment of managers' remuneration. For professionals, salary is most related to their vital interests. Through performance appraisal and the implementation of performance salary, part of the compensation in the salary system is linked to performance, breaking the "big pot", measuring the quantity and quality of managers' work with the results of performance appraisal, which can best reflect the value of everyone's position, and enable outstanding people to stand out and get due compensation.

Performance appraisal is the basis for personnel deployment and position change. The development of the company depends on talents. Each manager has different characteristics and potentials and is suitable for different positions. More importantly, the right person is in the right position. Through performance appraisal, we can investigate everyone's work behavior, attitude and performance, so that the company can employ according to their talents, make the personnel of each post appropriate, match the people, realize the maximum personal value and improve the competitiveness of the enterprise.

Performance appraisal not only enables managers to obtain appropriate positions and salaries, but also obtains training needs through appraisal, and then improves managers' work performance and professional skills through scientific training, so as to realize the improvement of enterprise management. As the core of enterprise competition, managers' job performance and professional skills determine the rise and fall of enterprise development in the future.

In the face of the above situations, promoting performance appraisal is also one of the key tasks of the company in 2016. As the backbone, core and vanguard of the enterprise, managers should fully support and cooperate with the development of performance appraisal. In the future, the company will first implement performance appraisal among managers, make solid progress, carry out it step by step, from point to area, and form a performance appraisal model suitable for Hongyu's development. First, complete the formulation of performance appraisal database and appraisal form for all managers, determine the proportion of performance salary, clarify the source of data collection, and formally sign the performance appraisal form between the appraiser and the appraisee as the basis for performance appraisal this year to implement performance appraisal; Second, each department collects data every month and summarizes it to the enterprise management department, which sends it to each department. The superior scores and interviews the subordinates, and each department submits the performance scores and interview materials to the enterprise management department for archiving; The enterprise management department shall summarize all performance scores and conduct performance salary accounting after reporting for approval; Third, the enterprise management department shall track and analyze the actual data of each assessment item, pursue the responsibility for the assessment items that fail to meet the standard for three consecutive months, and the assessee shall put forward cause analysis and improvement measures; Analyze the assessment items that have completely reached the standard for three consecutive months, and put forward improvement objectives.

In the increasingly fierce market competition and complex and severe external situation, in order to break through many difficulties and create sustainable value, it is urgent for enterprises to implement performance appraisal, promote the implementation of annual business objectives, improve the performance level and professional skills of managers, build a strong team, and then promote the double improvement of enterprise management efficiency.