Municipal tobacco company employee performance appraisal index system designed to write papers discuss _ Network

Net write papers: Abstract: In this paper, based on the analysis of work, combined with the specific characteristics of municipal tobacco companies, to identify key success factors, indicators of library performance evaluation form, and the target weight distribution, were analyzed to determine the appraisal cycle. This study ideas, methods, and some other tobacco companies for research performance assessment and improve the competitiveness of enterprises have some reference.

Keywords: performance evaluation study design tobacco companies

With the formation of the domestic cigarette big market matures, competition within the tobacco industry will become increasingly fierce. However, due to the tobacco industry's monopoly franchise to run with the closed form of the tobacco company's human resources management is lagging behind, a serious impediment to the development of tobacco company and personnel reform in the tobacco business systems organization, the National Bureau of tobacco business in the country, under the unified leadership of the head office in accordance with administrative divisions at the provincial, prefectural and county levels have been set up tobacco companies, and local tobacco monopoly Board "Zhengqigeyi." Since 2005, the tobacco industry's most provinces began to abolish county tobacco company legal status, to change it to the municipal branch of the tobacco companies no longer engage in cigarette business, city grade tobacco companies as the only tobacco marketing business systems subject to achieve a unified collection orders, unified supply procurement, cigarette uniform distribution, provincial tobacco companies out of business areas, to concentrate on management, focus on supervision, grasping asset management, no longer directly in tobacco, cigarettes and related diversification activities. performance appraisal as an effective means to achieve corporate performance, corporate human resources is the core of almost throughout all aspects of human resource management, it is a powerful means of business management. Employees how to maximize its capabilities? How people assess the value, how to improve? How to create high performance, continued to maintain high performance of modern business management of the most realistic and most important issue, so indicators of performance evaluation of tobacco company system design, for the tobacco company's development has important practical significance.


A performance evaluation index system of thinking
Performance index build process is a reflection of their overall management ideas. Municipal tobacco company's overall performance evaluation index system construction philosophy is: the company's Strategy as a starting point, combined with the organizational structure characteristics, taking into account employee needs, the overall objective from the corporate level and then to individual goals to departmental objectives, departmental objectives to establish the company's goals → → personal goals connections, eventually, a causal relationship between the target interlocking chain.

Chain in this goal, performance indicators are divided into three levels: first level is the corporate level, combined with the tobacco industry characteristics, performance indicators on the one hand from the company's Strategy, annual business plan, the other from the higher-level units, according to the provincial level of tobacco company's assessment requirements for municipal setting performance indicators, the second level is the departmental level, the sector's performance indicators on the one hand from the corporate level indicators of decomposition, the other from the functions of the departments to make use of nested method effective combination of both, both characteristics of the formation of strategic support departments have departmental level performance indicators, indicators of the implementation of departmental level leadership to the department head, and the third level is the level of the general staff, general staff of the indicators on the one hand from the sector indicators decomposition, the other from the job responsibilities, but also using two nested method to effectively combine to form a personal work performance indicators, individual indicators to specific positions.

Some departments, positions with the company strategic objectives, annual business plan is not very close relationship, such as back office Administration, security departments, these departments, job performance indicators can be directly based on their job responsibilities and functions of the departments to extract.

After the initial establishment of indicators, indicators of decomposition in order to ensure and establish the reasonableness of the draft should be to communicate to all relevant departments to collect employee feedback, revised performance indicators.

Through the above process, and ultimately need to achieve the following results:
= Σ sectors the company's goals personal goals target = Σ

Second, the performance evaluation index system steps
1, the performance evaluation indicators related to Information gathering. As the municipal employees in addition to tobacco marketing, logistics, specialty management positions, each position almost no duplication, so a full investigation of the way, one by one survey for each job to ensure the integrity and accuracy of the findings. In the survey, flexible use of interviews, observation and other methods, extensive work to collect Information on a variety of data by tobacco companies for city-level Information collected to understand the status of the company's performance management, clarifying the various positions Main job duties, performance appraisal system for the design of the foundation.

2, clear the company's development Strategy. The source of performance appraisal index system that the company's Strategy and development objectives, it must clear the company's Strategy and development goals.'s Strategy is based on the company to determine the general external environment opportunities and threats analysis and the company's internal resources to determine strengths and weaknesses for municipal tobacco companies, the company's strategic positioning and development goals should be combined with the tobacco industry characteristics, in order to save the company's overall strategy and development goals as a guide, consider the higher-level units, customers employees and other stakeholders to determine the relationship between the recent years, tobacco companies in accordance with the municipal State Tobacco Monopoly Bureau "strict specifications, efficient, full of vitality" of the requirements and the "integrity of tobacco, tobacco efficiency, harmony and tobacco," the common vision, the tobacco company's proposed municipal development strategy. Links to free download http://www.hi138.com
3, to identify key success factors. To find the key success factors (KSF There are many ways, more common is the use of "fish bone diagram." Fish bone diagram used to find KSF, a good organization that is organized by the company to convene the relevant performance management personnel to carry out "brainstorming." accordance with the above method, a clear municipal development strategy of tobacco companies, you should separately for superiors, employees, customers three different "key stakeholders" to identify critical success factors to achieve its objectives, by finding a key factor in business success, down to every level, to choose the assessment indicators.

4, the formation of library performance evaluation indicators in the identified critical success factors, the need to identify the key success factors of how to measure, respectively, the key success factors will translate into performance indicators, performance indicators form a library to note is that the established may not fully cover the target library to determine the final position of each performance index, many of the indicators in the following steps one by one through the different methods of operation have, and added to the target library. concrete steps are: After the company KPI development, First, it should be broken down into various departments, the formation of departmental KPI, and then broken down by the various departments to various positions, the company up and down each person's work, are unified into a common strategic goal up, this will produce excellent performance.

5, performance evaluation index weights allocated for municipal tobacco company employee performance evaluation index weights of the set, to quantitative and qualitative methods combined, according to the tobacco company performance evaluation itself, and the introduction of AHP for the weight setting. AHP Process (AHP method is the U.S. home ALSaaty operations research professor in the 1970s proposed a solution to the problem of multiple criteria decision making methods. it the combination of qualitative and quantitative analysis, fuzzy or complex decision-making problem is decomposed into constituent elements, will relations of domination by various factors in a hierarchical structure, layer by layer more relevant factors, test results of the comparison is reasonable, to determine the weight of each factor.

6, to determine the employee performance appraisal cycle. The assessment period should not be too long and it is not set too short. In general, the impact on the development of the appraisal cycle has the following four key factors: industry characteristics, the type of job functions, the type of evaluation, the implementation of performance appraisal time. Taking all these factors into account, the tobacco companies can be municipal performance appraisal cycle to determine the following table:
Performance evaluation periodic table

Third, the conclusion
Performance appraisal is a tool for enterprises to effectively motivate staff, corporate management is an effective channel for employees to understand. A human resources management success depends largely on its performance evaluation index system design science or not. Scientific and reasonable performance evaluation index system with the characteristics of an objective and impartial, can improve organizational efficiency through this research, the company established a municipal Yancao employee performance appraisal index system design of the basic ideas and methods, has some value, but for the leadership level how the performance evaluation index system design and development within the company, other indicators of performance appraisal system designed to match the combination of analysis and development of the company, employees for the evaluation of how the leadership reflected in the evaluation of the higher authorities, is still the next step to study the One of the main direction.

References:
[1] Li Wei Wei, Zhao Ying Huang The problem and improvement: China's public sector human resource performance evaluation analysis [J]. Gansu Institute of Public Administration, 2005 (1) :21-23.

[2] DAI Liang-iron, Wang Tong. Performance evaluation in the application of quantitative analysis method [J]. Beijing: China Labor, 2000 (3): 33-36.

[3] Wang Liangjian, Hou Wen Li. Local government performance evaluation index system and evaluation method [J]. Soft Science, 2005 (4) :18-19.

[4] Wang Xue. AHP in the performance evaluation index weights set in the application [J]. China Science and Technology Information, 2005 (6): 89.

[5] Chen first. KPI-based enterprises to optimize employee performance evaluation system [D]. Shanghai: Tongji University, 2007. Links to free download http://www.hi138.com