Study On Performance Appraisal System Of Of Huarun Power HeBei Branch

Electric power is the advance of national economic development,to protect our country's economic development and residents' daily life.With the development of China's market economy,the competitive environment faced by the power industry has changed greatly.Power companies need to work hard on their employees to improve their performance.Through the scientific and reasonable performance appraisal system,the formation of a high efficiency,highly motivated staff.Huarun power Hebei branch was established in August 2013,although the enterprise operating performance and scale has been developing rapidly in recent years,but due to set up a relatively short time,the management system,especially the level of human resource management has not kept pace.The Huarun power Hebei branch has multiple departments,which involves multiple positions,so the personnel span is large and the management is difficult.Huarun power Hebei branch resources power while the human resource performance appraisal management system is established,but there are still some problems in employee performance appraisal,the company is necessary in further deepening the reform of human resources,by raising the level of performance appraisal to retain and attract talent,make the company to win the competitive advantage in the fierce market competition.Based on the Huarun power Hebei branch as the research object,with employee performance appraisal as the research content,carding the research status at home and abroad and summarized on the basis of fuel in the subordinate in mine post,for example,can be a key indicator method for the department employees performance appraisal scheme.First of all,the current situation of Huarun power hebei branch of the performance appraisal through the way of questionnaire survey to explore the present situation and problems of staff performance appraisal,and the statistical analysis of the results of the survey analysis of Huarun power problems in Hebei branch staff performance appraisal,including evaluation of lack of quantitative assessment index standard,evaluation index weight set unreasonable,the problem such as the assessment results incentive effect is not obvious;Secondly,it puts forward the perfect principles,objectives and solutions to the deficiencies in the performance appraisal of Hebei branch.The four principles of performance appraisal system design of Hebei branch are clear:performance guiding principle,operability principle,relative fairness principle,validity principle.On this basis,in,for example,to minister and employee in accordance with the monthly and annual performance appraisal index and weight optimization design,at the same time the examination rules and standards,and on the use of the assessment results;Finally,the power Hebei branch performance appraisal system optimization scheme of the implementation of the security analysis,from aspects such as organizational structure,system,culture,and feedback guarantee measures are put forward,including adjusting the organizational structure for management support and clear responsibilities,perfect the performance appraisal system,creating a favorable performance culture and strengthen the performance appraisal feedback.By constructing method of key indicators as the core of staff performance appraisal system,can effectively solve the Hebei branch of power problems existing in the current performance appraisal system,improve staff work efficiency and enthusiasm,the smooth realization of the strategic goal to provide talent support for the company.At the same time,it can provide reference and reference for the optimization of employee performance appraisal system in relevant power industry.