Study On The Optimization Of The Staff Performance Appraisal System Of A Power Company

For enterprises, the performance evaluation plays an important part in human resource management. To a certain extent, it can improve the core competitiveness of enterprises an d promote the rapid and stable development of enterprises. Effective performance assessme nt can not only mobilize the enthusiasm of the majority of employees of enterprises, but als o enhance the business performance of enterprises so as to achieve the ultimate objective o f the entire enterprise strategy. To sum up, with the rapid development of our economy, mo re and more enterprises pay attention to the performance of assessment management in ord er to improve the core competitiveness and promote the rapid and stable development of en terprises. However, due to the lack of understanding of the performance appraisal manage ment theory, the enterprise objective conditions are not sufficient, which often leads to the introduction of performance appraisal system in the form without arousing the attention an d active participation of the majority of employees.In order to meet the new requirements of market economy development, this paper tak es A electric power company as the research object. According to HR electric power comp any in 2009, A electric power company was introduced the performance appraisal manage ment system. Although the company has formally introduced the performance appraisal sy stem into the company’s internal management mechanism, but its implementation effect an d the role of the system has not played with the role of pre conceived and incentive and the result was not developed as expected. Performance evaluation system has not been effecti vely established and run. In view of the failure of A electric power company’s performance appraisal system, the author makes a thorough research and analysis to obtain the followin g problems:First, the enterprise development strategy is not clear without according to the actual s ituation of the company and the performance evaluation system is not reasonable, effectiv e and the final set of assessment indicators is too idealistic and the existence of short-term behavior.Second, the assessment of the organization structure is unreasonable, the organization system is not perfect and the responsibility is not clear, which results in poor assessment p rocess so that assessment results are not accepted by employees.Third, the result of the assessment is not associated with the pay system and promotio n, and therefore it did not cause the attention of the majority of employees and the enthusia sm of participation.Fourth, training publicity is not in place and the staff lacks of understanding of the pe rformance assessment and the method to enhance quality of the staff and skills is scarce.Fifth, Effective communication and feedback mechanism is not established. In view o f the above problems, this paper puts forward the optimization scheme of the A electric po wer company’s performance evaluation from the aspects of index assessment, organization al structure, system construction and so on, in order to provide reference for A electric pow er company and other electric power enterprises.