Research On Performance Appraisal Of Fixed-line Maintenance Primary Unit’s

In recent years, with the rapid development of telecommunications technology, telecommunications and new business after another, the telecommunications industry and external environment has undergone tremendous changes, as the three major state-owned telecom operator China Unicom Group is also one of the weak economic environment to maintain a stable and slow operating trend. While the booming Internet business model, network communication is largely accounted for market share of the telecommunications industry, telecommunications companies are facing fierce competition in the market, its operation and management has become more complex,In this paper, the concepts and methods of modern business management theory, performance management, combined with China Unicom A grassroots company fixed maintenance unit performance appraisal as an example, reform and enterprise application performance appraisal system. Since the conventional multi-level administrative assessment system, the China Unicom A performance appraisal results such that the completion of individual employees to focus only on the task or not, does not attach importance to the development of their team’s performance results from top to bottom, with no immediate feedback communication, there is no incentive, thus making serious thinking big pot, employees get higher development. This innovation is the establishment of key performance indicators using the new method of performance appraisal system "four packs a list," and with the grass-roots units daily work content and technical personnel, employees will be classified as different grassroots units to assign tasks, and set evaluation standards, mission package, resource kits, packages and incentive packages can claim for the grassroots units integral performance measure out the negative list of items are deducted, the individual tasks and task integration team will directly affect the final salary employees and management personnel, specific indicators easier measure and operation, more rational development of employee performance assessment indicators, making rational use of the results of the performance evaluation and feedback to improve management efficiency, the ultimate objective assessment of each employee’s job performance to achieve business goals and vision.