The Study Of The 360 Degree Performance Assessment Project Of Middle Rank Management Personnel In The Second Petroleum Plant Of Fushun

When it had become people's originated common knowledge that enterprise core competitive power finally in talented person's competition, how to drive the talented person carried on the greatest value creation already became the core question through the effective achievements management. How to act according to the advanced performance of evaluation theory unified oneself enterprise the actual situation and to construct advanced rationale and good operation usable system was the question which each enterprise had to solve in reality. How to establish enterprise performance of evaluation system was key content. The author bring forward performance of evaluation system unified reality situation and practice.This paper takes the middle rank management personnel as the key object, the general principles of project management and performance assessment are discussed in the paper through the systematic elaborating of performance assessment basic concepts and theory. The status quo of the performance assessment in the Second Petroleum Plant of Fushun are analyzed, and the problems existed are also pointed out. A quantitative assessment and qualitative evaluation performance assessment system of middle rank management personnel have been established on the base of work analysis combining with AHP, KPI, etc. The choice of performance assessment index, weight distribution, design of performance contact, the feedback and guideline of performance, the application of assessment results have been discussed in detail, in order to solve the common difficulties in choosing index during the performance assessment, to solve the problem of weight setup and the mark-off between quantitative assessment and qualitative evaluation. A complete set of measures for performance assessment is formed. The paper settles a foundation not only for the effective assessment and the mechanism of encouraging and restriction, but the upgrade of enterprise economy and value. The paper is quite operational and practical in performance assessment.In the final analysis, the performance assessment is to raise the performance of the whole staff, make them fully initiative and active, to improve the creativity of the company, to achieve the company's strategic aim, to establish the company in an unassailable position during the keen market competition. This paper will have certain reference to carry out the entire personnel performance assessment.1. General description of the basic concept and theoryThe general principles of project management and performance assessment are discussed in the paper through the systematic elaborating of performance assessment basic concepts and theory. Represent the junction of the performance management and the project management.2. The preparation phase of the 360 degree performance assessment project(1) Drafting the flow of the performance assessment based on the ideology of the project management.According to the target of evaluation system hoped to achieve and the content and considering the actual situation of the Second Petroleum Plant of Fushun, the author design the flow of performance appraisal based on the theory of project management and built a frame in order to see the framework of the whole project intuitively and clearly. In order to design the performance assessment system well, this chapter elaborated the preparation before the design of the performance assessment.(2) Defining the goal, the main part and the object of the project, the arrangement of the project time.①The main body of the 360 degree performance assessment According to the principle of the 360 degree performance assessment, the main body of the Second Petroleum Plant of Fushun performance assessment may be concerned to Superior assessment, lower lever assessment, self-assessment and colleague assessment. ②The object of the 360 degree performance assessmentThe object of the 360 degree performance assessment is the Middle Rank Management Personnel.③The time arrangement of the projectThe Middle Rank Management Personnel of the 360 degree performance assessment project starts from the late February to the late March. The project is divided into three stages. The preparation starts from the 21st to the 28th in February. The implementation preparation starts from the 1st to 23rd in March. The phase of feedback and control of the project starts from the 24th to 31st.(3) The main contents of projectCombining the actual situation of the Second Petroleum Plant of Fushun, the choosing of the content and the assessment will have the different focus on for different assessment target and the different assessment purpose. Weight of the index will be different. It should be different in practical application. In the view of the content of performance assessment, whether it is the grass-roots workers, middle managers and senior leadership, or the technical staff, administrators and logistical staff, whether it is the 360 degree performance assessment or the other performance assessment ways, the content of the performance is the same basically, including performance, morality, diligent, incorrupt, ability.(4) Design the indicators of the project①The design principles of assessment indicatorsWhether an appraisal system is designed effectively and scientifically or not, design of index system is a very important aspect. When considering the comprehension of the evaluation system content, pay attention to the appraisal object is the staffs that have a specific in-service. The design of indicators should be limited to specific work-related elements. The design of the evaluation indicators should comply with the following principles: complete, non-compatibility, chastity, objectivity.②Type of assessment indicatorsThe 360 degree performance assessment is based on more than three-dimensional, multi-faceted and comprehensive assessment methods. In order to overwrite the contents of all examination, assessment will involve a wide range of indicators. In this study, we will assess the performance, work ability and work attitude of object.③Determination of the weights of assessment indicatorsBecause performance indicators have different impact and effect to the overall performance assessment, this requires to give the indicators different weight. Because the objects are a lot, different objects have different information. There is certain difference between the evaluations. Different weight should be given to different assessment object.(5) Criteria of project evaluationAfter established the 360-degree performance evaluation index system, drafting corresponding assessment criteria for each indicators.(6) Construction of project systemThe 360-degree performance evaluation index system could be implemented in the Second Petroleum Plant of Fushun, the system must be established. Because of historical reasons, the Second Petroleum Plant of Fushun was lack of the recognition to the 360-degree performance evaluation index system. To mobilize the enthusiasm of the staff, lax attitude of its staff to exercise restraint, some work is not serious and responsible, establishing a system to standardize the management is important particularly.3. The implementation stage of the 360 degree performance assessment(1) The background of implementation projectIntroduce the overview, organization and the general situation of staff of Fushun Petroleum Factory Plant performance evaluation of oil and the question of the status quo analysis.(2) Plan of project implementationThe first step of the performance assessment is to draft a plan of practical implementation. It includes many contents. It is a programmatic evaluation of the general rules and guidance documents. (3) The analysis of impact factors of project implementationIn the process of the study, some difficulties may be encountered. It may influence the credibility and validity. The influence factors include the judge and score of the assessment body, the relationship with the assessment body, the conditions of the organization and the mental factors.(4) The design of scale and questionnaire of assessment required for the projectAccording to the requirements of the subject, indicators and the weight of the 360-degree performance appraisal, for the performance of the situation of middle-level managersAccording to the principles of appraisal system, we carried out a variety of relevant documents and questionnaire design, seeking standardization, simplicity, practicality and maneuverability4. Control stage of the 360 degree performance assessment(1)Methods of Project implementationAfter a comprehensive analysis, middle-level managers for the evaluation method should be used to evaluate the work of critical incident and conduct evaluation anchor(2) Project implementation in the training of personnel360-degree performance appraisal successful implementation also depends on the managers on how to handle the information collected to ensure that employees are treated fairly. Before examination, everyone to participate in evaluation and acceptance of assessment training, give them relevant knowledge, skills and abilities. So that they can really master the 360-degree performance management approach to justice.(3) Review of project resultsAfter the performance assessment data collecting and analyzing of the results, further examination to the object of these performance indicators should be done, in order to make sure whether it is comprehensive, objective.(4) Feedback and communication of projectGood communication itself is an opportunity to increase the incentives of staff. Ability of middle-level managers is relatively high, but the wishes are instability. In the formulation of performance targets and publish results of its examination of the two-way and timely communication, achievements in their time to make a timely manner appropriate to the recognition, setbacks in their time of analysis of timely and encouragement. To improve their satisfaction, to stimulate their willingness to work is the role of the great.(5) Project tracking and controlIn order to overcome a variety of adverse factors on the performance evaluation of the impact of the work to ensure that performance appraisal has been carried out smoothly, project tracking and control is divided into pre-control, a matter of control and after control in three areas.