Research On Performance Management System Improvement For Liuyang Electric Power Company

With the deepening of the State-owned enterprises reform, employee performance management of these enterprises is more and more attached importance to, by enterprises and scholars at home and abroad. Successful employee performance management is guaranteed by the concept, system, and organizational environment even to staff efforts and other factors. How Liuyang Electric Power company imports and implements performance management during the reform process has a very positive and far-reaching significance.In this paper, the problems of performance management mode existing in the Liuyang Electric Power Company are analyzed. And combining with the characteristics of its industry, using the modern theory and method, its performance evaluation system is researched comprehensively. Firstly, this paper introduces the general situation of the company. After investigation, it is found that there are some questions in the original performance evaluation assessment system as being a mere formality, lacking of communication in the process of feedback, unreasonable index design, non-scientific result application, no complaint mechanism and so on. For this, this paper analyzes the current employee performance evaluation, finds out the root cause of the problems. Then, guided by the company development, based on the employee’s personal development, this paper establishes a series of performance management system, builds a scientific index system, and provides a set of relatively complete performance evaluation scheme with performance feedback interviews, a number of results using and so on. Finally, in order to make these measures to implement, this paper put forward protection measures for the new performance management system.This paper studied performance management system for Liuyang Electric Power Company, aiming at further improving the performance management system, for promoting human resource management, and the whole company’s level.