The Study Of Equipment Maintenance Personnel’s Performance Appraisal And Incentive Mechanism In A Company

In recent years, with the gradually releasing fertilizer productivity,the total outputof the fertilizer industry have greatly excessed, which leads to a more intenselycompetitive market. The A company, as one of the members in the chemical fertilizerindustry, inevitably faces the threat of that industry competition. Since new equipmentputted into use, the original capability of equipment’s maintenance failed to meet theneeds of the improved machines. In order to settle down the above problem, the companydecided to outsource the maintenance work of two departments and decentralized thepower of the maintenance organization to the other manufacture departments. Due to thelong-standing disadvantages of the system of performance assessing and motivating thestaff’s maintaining passion and creativity sees no improvement, and the equipmentmanagement results also see no difference.In the process of writing the paper, the author read A lot about the theory andmethods of performance appraisal and incentive, Based on the theory and practice ofperformance assessing and motivating, the author designed a questionnaire on themechanism of performance assessing and motivating of the equipment maintainingpersonnel for A company by taking the actual condition of A company into consideration.questionnaire mainly involve: the organized management mode of the personnel and thepresent situation of theirs staffing levels; their understandings toward the performanceassessment and how the system applied; the equality of the system when it comes toquestions like the improvement of organizational behavior, morale and salary; themotivating and career planning needs of the personnel, etc. By conducting aquestionnaire survey, this paper tries to ascertain the equipment maintenance personnel’sopinions and suggestions toward the performance assessing and motivating, and tries tofind out measures to improve the mechanism. Problems exists in the current performanceappraisal mechanism: the decoupling between performance evaluation system and company strategies; the unreasonable index designed for performance evaluation; thedecoupling between the performance appraisal system and incentive, mechanism; thelack of interviews and feedbacks of the system; the insufficient of performanceconsciousness training and the employees’ performance awareness; the absence ofperformance records when they are needed to support the performance appraisal. Thepresent personnel incentive mechanism problems encountered by A company on are: thewage is low, unfair, and fails to reflect the real performance, and lack of incentive; attachtoo much emphasis on material incentives but ignore the spiritual; promotion channelimpeded, employees lack of career planning; Training incentive system is nothing but amere formality; lack of cultural motivation; It fails to meet individual differences.Basing on the current mode of equipment maintenance organizing in company andits personnel, uses the market-oriented principle, and tries to optimize the equipmentmaintenance organizing mode of A company so as to establish a kind of equipmentmaintaining mechanism which can not only deal with the internal market of thecompany, but also provides services out the company. The idea of using the balancedscorecard to optimize the performance evaluation system of the company reflects thesystem’s ability to balance the finance index and the clients, processes, andimprovements. Establishing incentive mechanism for equipment maintenance personnel.Hope this paper can mobilize enthusiasm and creativity of A company equipmentmaintenance personnel, improve the efficiency and effect of equipment maintenance,reach equipment maintenance personnel and enterprise win-win; give some ideas tocompany similar to A company in setting equipment maintenance organization,developing performance appraisal and incentive mechanism.