The Optimization Research For Human Performance Appraisal System Of YYJ CCGC

Since the 19 th Party Congress,State-Owned Enterprise reform,the major strategic steps to strengthen and expand SOE policies made by the Party Central Committee,have brought the initial exploration,institutional innovation to a stage of depth progress.Geological exploration unit,as the particular part of SOE,have faced the maximally complex and specificity during the process of the reform and development because of the specially historic reasons,developments and management modes.Person problem is one of the most major problems in the reform of geological exploration unit.When the system and mechanism have finished transformation from public institutions mode of planned management to enterprise management mode of market operation,one of the most important tasks to state-owned geological exploration unit reform is that how to break old ideas that“wait,depend,demand”completely and set up the enterprise culture thought in an all-round way,how to break seniority that old concept completely and set up the new idea “putting people first” totally with modern enterprise human resource management concept,in the enterprise organization which nepotism features is obvious,how to build a fair and efficient human performance appraisal system,activate the enthusiasm and initiative of broad staff and enhance the overall management level and comprehensive competitiveness.This paper combed the management problems based on the investigation related to YYJ reform development and current management status,chose the most prominent human performance appraisal as the research direction,and it would analyze further the causes of the problem.This paper,by studied theoretical knowledge of human resource management and geological exploration unit feature in combine,aims to make a detailed performance system,determine scientific and reasonable index weight,build reasonable appraisal and calculate model,strengthen process control and implement security of appraisal system through definite the principle,idea and content of the appraisal system design.On the basis of completing the above research,the optimized human performance appraisal system was tested by taking managers as examples.Based on the comparative analysis of the data before and after the optimization,the optimization effect of the human performance appraisal system was evaluated.The main conclusions are as follows:First,to create a fair and efficient performance appraisal system is one of the most effective ways to break the "wait,depend,demand " and "a big pot of rice" management mode.Second,through the information platform of performance appraisal,it is an effective way to solve the problem of information security and the fairness of the performance evaluation in organization with obvious characteristics of nepotism.Third,the establishment of dynamic performance appraisal index database is the main key to maintain the vitality of the evaluation system and adapting to the continuous transformation and upgrading of modern enterprise operations.Finally,a further improvement and optimization suggestions are put forward to the shortcomings of the study.I wish this research will not only enhance resource management level of YYJ in an all-round way,accelerate the pace of reform,but also to make the reference and help of the national geologically unit reform.