Research On The Optimization Of Performance Appraisal System For Middle Managers In WL Oil Production Plant

Due to the influence of global geopolitics and the breakthrough of new oil processes and technologies,the international oil and gas market has undergone dramastic changes.Crude oil prices are falling precipitously.The downturn of oil prices will show a trend of normalization in a certain period of time,making the competition in the oil industry increasingly fierce.In order to maintain its strong competitiveness,enterprises must have enough excellent talents and scientific and efficient management.Scientific performance appraisal system can greatly enhance the subjective initiative and creativity of employees,so as to enhance the competitiveness of enterprises.Based on the actual situation of the performance appraisal system of the middle managers in WL oil production plant,this paper systematically investigates the current situation of the performance appraisal system of the middle managers in WL oil production plant from five aspects: the appraisal subject,the appraisal content,the appraisal standard,the appraisal process,the appraisal result and the application by using the methods of literature research,questionnaire,interview and statistical analysis,It is found that there are some problems such as unscientific setting of performance appraisal indicators,incomplete performance appraisal process,insufficient application of performance appraisal results,untimely feedback of performance appraisal results and lack of appeal channels.The main reasons are that senior leaders have insufficient understanding of the performance appraisal system and relevant human resources.Around the problem,the use of performance appraisal related methods to develop a targeted optimization program.Firstly,the performance evaluation index of middle-level managers in WL oil production plant is optimized to make the evaluation index more closely related to the overall strategic objectives and corporate culture of the enterprise,so as to achieve the combination of qualitative and quantitative,and make the evaluation results more authoritative and persuasive.At the same time,it standardizes the assessment process,guides the application of assessment results,makes the performance assessment of middle-level managers more fair,just and open,truly reflects the work performance,management level and competency of middle-level managers,provides data support for the next cadre selection,promotion and adjustment,and vigorously creates a good talent growth environment for the whole plant.