The Study On Human Resource Performance Appraisal System In Century Electric Power Company

Nowadays,with the global economic unification and the dramaticdevelopment of the science&technology,the knowledge itself has been widelyrecognized as the kernel engine for furthering the economic and social advancementof the world.The human beings,as knowledge owners,become the key factordetermining the competence of all enterprises.After China was admitted into WorldTrade Organization(WTO),foreign multinational companies rushed into the Chinesemarket,taking advantage of their abundant capital and advanced techniques.Whereas,Chinese enterprises started expanding their business abroad as well.Both motivate there-allocation of the human resource in a global scale.Chinese companies soon findthat while obtaining more developmental space and chances,they are facing more andstronger competitors for obtaining talents.For numerous Chinese minor enterpriseswith short history of modern entrepreneurial operation,the problem of how to attracthigh-quality personnel is especially important.That is because it plays a crucial rolein determining how many chances those enterprises will have for their survival andsustainable development.Based on this, this paper from the human resources of the concept of performance appraisal, the type of assessment methods, and other relevant theory, the Century Electric Power company on the performance management of human resources and the status of the existing problems to conduct a comprehensive investigation and analysis, pointing out that the company's performance appraisal system, Assessment indicators design, the main examination and assessment results in areas such as lack of feedback, according to the Century Electric Power company human resources management performance evaluation of the actual situation, learn from the same industry enterprises, re-design a set of all the staff performance appraisal system. Including design ideas and design arrangement, with different departments, different positions should adopt a different evaluation system, and guided by the principles of design to the senior management, middle management (Federation of Supply and Marketing Department, the Department of Integrated, Production Department, the departments director) And the general staff of the performance appraisal system and the system of implementation of the results expected. Finally, a guarantee for the implementation of the safeguards system conditions.