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Research FC sub- director of the Center for Balanced Scorecard - based performance appraisal system

Author: WanGuiRong
Tutor: QingTao
School: Southwestern University of Finance and Economics
Course: Business Administration
Keywords: Balanced Scorecard Performance appraisal Performance feedback FC sub-centers
CLC: F272
Type: Master's thesis
Year: 2010
Downloads: 132
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Abstract

In the era of rapid change, the strategy has become key elements of organizational development establish strategic corresponding management structure and human resources management system has become an important task of the organization. Basic link in the entire architecture of the human resources system, the performance appraisal system, performance appraisal system by the decomposition of the organization's strategic goals, departmental task confirmation and Responsibilities positioning, evaluation of the performance of members of the organization process, behavior and results, further the organization's day-to-day operation and management of the the performance evaluation junction the 'fruit feedback back to enhance the company's management targeted to motivate employees to improve their own performance effectively and ultimately promote the organization's strategic goals to achieve a virtuous circle of employee growth and development of the organization. FC center a nature belonging to institutions, has the typical characteristics of the market in the specific operation of the organization, its human resources management level has been lagging behind. In 2005, the center developed a five-year development plan, in order to promote the effective implementation of the strategic development plan, FC center a major adjustment of the organizational structure, makes the FC sub-centers under the direct jurisdiction of the provincial center, business center, director of the provincial center of the sub-center in accordance with the market-oriented direct jurisdiction. FC sub-director of the Center for an effective performance appraisal becomes inevitable measures to promote the rapid development of business, and the five-year planning objectives of FC center. Starting from the the FC center's nature, to be retained in the the traditional general sense of \a system based on the Balanced Scorecard KPI, as well as the ability and attitude indicators, including performance appraisal system, pay attention to communicate the role of feedback throughout the performance appraisal, in order to effectively promote the rapid development of the business of the FC center. This article is a total of five chapters. The first chapter is the background to the study, the purpose of the study framework and corresponding research methods. Chapter II Review of the theory of the performance appraisal, expounded the basic meaning of the performance, performance appraisal and performance management, performance appraisal principle of Balanced Scorecard introduced on this basis, combined with Chinese enterprises Practice Summary Implementing Balanced Scorecard build should pay attention to issues related to performance appraisal system. Chapter Balanced Scorecard-based performance appraisal system, FC sub-centers, introduced the basic background of the FC sub-centers and performance appraisal system in this basis, build a set based on the balanced FC sub-director of the Center for the performance appraisal system, discuss the performance evaluation of the hierarchy. Chapter use of the performance evaluation of the FC sub-director of the Center, from the work of the performance, as well as further optimization to put forward their own proposals. Chapter FC sub-director of the Center for the performance appraisal system running results and conclusions, discussion of this set of performance evaluation index system and run the program implementation, to achieve the intended purpose of the organization. The paper further summarizes proposed Balanced Scorecard for the organization have a clear development strategy, the applicability of the Balanced Scorecard can enhance the effect of the effective combination with some other performance evaluation methods need to organize related work supporting the effective operation of the performance appraisal system, performance The evaluation system is relatively dynamic four-point FC sub-director of the Center for a successful performance appraisal experience.

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