Research And Optimized On Performance Evaluation Of Employees Of Teams In Jibei Electricity Overhaul Company

Facing external pressures and internal changes,power companies must strengthen their own competitiveness.With the in-depth development and gradual improvement of the market economy,the competitiveness of enterprises and organizations is increasingly dependent on scientific and effective corporate internal management.Human resources management is an important part of internal corporate management,and performance management is the focus of human resources management.Excellent corporate performance management can provide important basis for employee compensation management,training,position adjustment,and the increase in the company's human resource equivalent density.Performance management can fully reflect the gap between the actual contribution of employees and the requirements of the company's goals.Only in this way can employees be continuously and effectively promoted,and the overall performance of the company can be improved,and the task of building the company's goals can be completed,thereby improving the competitiveness of the company.The performance management of team employees is the most basic and important link in enterprise performance management.It effectively involves the daily work and labor attitude of ordinary production employees,and can accurately reflect each employee's post competency and development potential.Employees' own career planning and overall company development help.Active and effective team performance management can fully mobilize the enthusiasm,initiative and creativity of each employee,integrate the employees' goals with the goals of the enterprise,integrate the lean management of production into the employees' own needs,and realize the overall corporate performance.improve.This article elaborates on the main research and performance appraisal theory of performance appraisal at home and abroad,and briefly introduces the concept,principles and objectives of performance appraisal.By comparing the concept and process of performance management,it highlights the important part of performance appraisal.The analysis of the status quo of the performance appraisal system of Hebei Electric Power Maintenance Co.,Ltd.was carried out,and the status quo and existing problems of the current frontline staff performance assessment were analyzed in depth.The optimization design of the performance appraisal system model for the first-line grassroots team based on the class-based work point system was proposed.The research adopts the fuzzy hierarchy method to compare and analyze the indicators and factors of the standard work combed by the team to form the final weights of each indicator,determine the calculation formula of the work points,and consider the completion of the work points from two aspects of work quality and work role.Corrected.Finally,based on the optimized standard score assessment model,the appraisal method and the detailed implementation process of performance appraisal are defined,and the application of performance appraisal results based on the optimization of post-workshop group performance-based paycheck is proposed.It elaborates on the construction of the performance evaluation supporting system and the complete process of performance management.Through the study of this paper,the relationship between the assessment indicators and the weights are determined,and the direct quantitative relationship between the work and the work points is clearly defined,and a unified measurement method for inter-team and multi-professional tasks to measure labor value is established,which is subjectively judged.The work point model has been transformed into an objective cumulative point accumulation model,which has enhanced the incentive and orientation of front-line employee performance management,improved the enthusiasm of employees,promoted the overall distribution of production tasks,improved the efficiency of personnel use,and strengthened the cultivation of compound employees.Break down the professional barriers of the team and cultivate a versatile team to achieve a win-win situation for the organization and employees.