Research On The Design Of Technical Positions Performance Examination System For The Natural Gas Department Of Shaanxi Yanchang Petroleum Research Institute

Retrospect past hundred years development of Management Science, we can say that, in a sense, modern Management Science history is the history which with performance research as one’s subject. Look back the history of Human Resource Management after30years of reform and opening up, we accomplish the change from Labor and Personnel Management under planned economy system to Human Resource Management under market economy. Along with economy marketization, government miniaturization, society diversification, and management refining, the public service department, scientific research institution, even administrative institution begin to bring performance management theory to their work, use modern performance management method for employee performance examination.Study object of this paper is Shaanxi Yanchang Petroleum Group, which as the Fourth Petroleum Enterprise following CNPC (China National Petroleum Corporation), Sinopec(China Petroleum and Chemical Corporation), CNOOC (China National Offshore Oil Corporation),establish Shaanxi Yanchang Petroleum Research Institute in year2008, and Shaanxi Yanchang Petroleum Research Institute Gas Research Department in the end of2012. In2013, the institute makes adjustment for their current examination method, the department can organize and make evaluation by themselves, and can distribute the floating merit pay independently. Under such background, it becomes an import task to design one evaluation system suitable for both researcher and Gas department regulations.When design technical position evaluation system for Gas department, they based on current theory&evaluation problem identification, and launch with principle of suitability, Simplicity, and cooperation. After physical research, they find that, Yanchang Petroleum haven’t set up complete examination system suitable for researchers. Performance appraisal (PA) standard emphasis on subjectivity, too simple, and lack valid communication, guidance and improvement. These is caused as PA lack of management support, the employee have no acknowledge for PA, and Gas department has no strategic guidance. This article combine experts interview investigate, Research and Development KPI, current examination method and the department feature, and according to the thinking of "Performance=Result+Action", to exam pure technical employees from four ways:virtues, abilities, diligence and accomplishment。 Then, set up4and17detailed Indicators (exam emphasis with result for employee across2positions). Participator will evaluate the employee with virtues, abilities, diligence etc. as indicators, and use360°evaluation as method. For result indicators such as work achievement, will evaluate with actual work situation. To set different evaluation participators weighting, there is a reference value based on relevant articles of analytic hierarchy process for researchers and relevant experts panel discussion. Definite PA organization, implementation, inspect and optimize the evaluation system. Finally, they apply the measure of performance appraisal schedule, implementation, feedback, and improvement.