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Competition among the enterprises is actually the competition of a pool of talentindividuals employed by the enterprises. Facing the increasingly competitive marketenvironment, the key of gaining competitive advantage for a given company is to design,maintain, and improve the organization of the human resources management system; Acompany needs to pay particular attention to its optimization appraisal system so that it couldgain the full potential of the existing human capital within its organization.In this article, the author selected the HJD Company of studying the process ofperformance appraisal optimization. Focusing on the existing issues within appraisal system,the author employs the modern human resource management development theories andtechniques to explore and establish an optimized system, which is better suited for theCompany, therefore, make it to adapt better to the market economy nowadays.At first, the author describes the main issues of performance appraisal process of theCompany, the inconsistency between the appraisal positioning and strategic objectives, the lackof logic behind its performance appraisal fundamentals; the ambiguity and contridictions; thelack of effective communication. The author analyzes the main cause of issues, including flawsin the current design of the system, the low level awareness and involvement of performanceevaluation managers, and the lack of performances evaluation specialist within the company.Second, research performance evaluation on the basis of the combination of the actualsituation, examination subjects for different management levels, job functions and contentdifferences, common assessment, and the company’s strategic objectives and indicatorscombined, the design of the performance appraisal system, and an important guarantee for theintroduction of a performance appraisal feedback and communication mechanisms as theeffective implementation in the implementation phase of the performance appraisal.Finally, the results of the performance appraisal reasonable use to the selection andappointment of the compensation management, thus improving the job performance ofemployees, to promote performance appraisal work better, high-speed forward.
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