Research On Performance Appraisal Of Technical Personnel In Power Generation Engineering Department Of J Design Institute

As the key to human resource management and the basis of enterprise incentive mechanism,performance management has gradually become a scientific management mode widely used by enterprises to develop human resources potential,and has received widespread attention from enterprises.With the gradual changes in China's power design industry,the rules of the industry are constantly changing with the development of the economy.The pressure faced by power design companies in the market is growing,from the high-speed development period ten years ago to the stable period and During the reshuffle period,more and more power design companies are unable to stand in the market and face merger or even bankruptcy.As a knowledge-intensive industry,talent is the ultimate resource for enterprises.In the increasingly severe industry situation,one of the major problems facing enterprises is how to retain design talents or attract talents to enter their own enterprises.Based on the actual situation of the power generation engineering department of J Design Institute,this paper decomposes the current situation of human resources in the power generation engineering department and studies the current performance appraisal system.Through the collection of human resources data and questionnaires,it is concluded that the current performance appraisal of technicians in the power generation engineering department faces unscientific assessment indicators,incorrect selection of assessment methods,imperfect assessment results,and poor operability of assessments.The problem and the reasons were analyzed.This paper combines the balance score card,the theoretical basis of key performance indicators,and the performance appraisal scheme under the principles of openness and openness,feedback and promotion,regularization and institutionalization,scientific and rationality,implementability and operability.optimization.After the completion of the performance appraisal program optimization work,it points out the key links in the implementation of the performance appraisal plan,and the precautions,that is,the performance appraisal target is consistent with the departmental strategy,the department leaders support the appraisal,organize the appraisal related learning,ensure the performance coaching in a timely and timely manner.Use the assessment results.The optimized performance appraisal system is more conducive to the realization of the strategic objectives of the J&D Power Generation Engineering Department,and also helps the department's human resources management work,providing a strong guarantee for the J Design Institute's power generation engineering department to gain competitive advantage in the power design industry.