Research On Problems And Countermeasures Of The Front-line Staff Performance Evaluation System In J Electric Power Company

At present,the team in the organization structure of power supply enterprises is the most basic "cell" and the most critical "parts and components".Due to the unsuccessful withdrawal mechanism and other institutional factors,there is always a poor performance appraisal,and employees are not motivated.High-level problems,these problems urgently require enterprises to conduct in-depth scientific and systematic research on the performance appraisal and evaluation system of team members,and find the crux of the problem.From the perspective of human resources performance appraisal,the author conducted a number of investigations on the current front-line staff performance evaluation system of J Electric Power Company,and selected some professional front-line teams to conduct targeted research.Using the management research methods such as questionnaire survey,interview investigation,statistical investigation and so on,on the basis of the present situation of the work score system of the company's front-line staff,the problems existing in the current performance appraisal are carefully looked up and analyzed.It's found that the propaganda and training of performance appraisal is insufficient,the existing evaluation system of the work integral system is insufficient,the scientific standard of the work integral system needs to be improved,and the MIS of the the front-line staff performance evaluation needs to be good used.The result of the front-line staff performance evaluation is not in place and so on several aspects question.Aiming at these problems,the paper studies and explores the improvement strategies and methods of the front-line staff performance evaluation system.Through these measures,we constantly stimulate the potential of the front-line staff,to achieve the "one strong three excellent" strategic objectives,to provide efficient and effective human resources protection.