Research On Performance Evaluation Of Employees In X Branch Of Daqing Oilfield Chemical Group

Performance Appraisal is one of the important components of Human Resource Management in Modern Enterprises,human resources management system?sustainable development of employees and the promotion of enterprise competitiveness has an important impact.That's why,academic and business circles pay more and more attention to performance appraisal,and it has become one of the focuses of theoretical and business circles.The Evaluation Theory used in performance Management in China at present,most of them draw lessons from foreign advanced ideological theories,aimed at Chinese enterprises,in particular,state-owned enterprises such as Daqing Oilfield,there are still many shortcomings.Since 2010,Daqing Oilfield Co.,Ltd.(hereinafter referred to as the oil field company)has repeatedly explicitly required the units to which it belongs to be combined with its own actual situation,work out the assessment methods to meet the needs of their own development step by step,strict assessment of hard cash,highlight performance contributions.So,it is of great practical significance to analyze and study the performance appraisal of X Branch employees.In this paper,Daqing Oilfield Chemical Group X Branch as the object of study,first of all,the background and significance of the topic is briefly discussed and analyzed,the related research situation at home and abroad is summarized,introduces the basic theory related to performance appraisal and the evaluation method based on key performance indicators,objective management and balanced scorecard,then we start with the present situation of performance appraisal in X Branch of Daqing Oilfield Chemical Group,through a questionnaire survey,we find and point out the problems and shortcomings in the implementation of X branch's performance appraisal,it includes the following six aspects: unreasonable setting of bonus coefficient,unreasonable setting of assessment index,unreasonable application of examination results,single assessment mode,unclear understanding of assessment objectives and insufficient cognition of assessment contents,the causes of the problems are analyzed in depth: insufficient attention from senior managers,lack of dynamic adjustment of assessment indicators,lack of supervision and feedback of assessment system,and lack of theoretical training;In view of the above problems and reasons,combined with the actual situationof X branch,this paper puts forward the countermeasures for the improvement and optimization of X branch's performance appraisal,that is to say,setting up reasonable bonus coefficient,determining fair and reasonable assessment index,establishing perfect communication and feedback mechanism,optimizing performance appraisal management system,setting up operational assessment objectives,strengthening the study and training of assessment knowledge;Finally,the conclusion of this paper is:there are many reasons for the performance appraisal of X Branch.There are not only subjective reasons in management concept,but also some objective reasons,such as fuzzy assessment orientation,incomplete assessment system,unreasonable assessment criteria,and so on.To solve the problem requires the support of the group and the active efforts of the branch staff.