Studies On Performance Appraisal Of Primary Level Managers Of S Transport Company

Economic globalization makes the competition between modern enterprises more and more fierce,which makes it relatively easy for enterprises to obtain material resources,but it is more and more difficult to obtain high-quality human resources.In the final analysis,the competition between modern enterprises is the competition between talents,and the internal talent reserve and scientific and reasonable training are one of the most critical factors that determine the success or failure of the development of modern enterprises.Modern enterprises pay more and more attention to human resource management,and invest in human resource management and talent reserve.Our country is in the critical period of economic transformation and upgrading.The human resource management problems faced by enterprises are increasingly prominent,especially the performance management problems in human resource management,which have seriously restricted the transformation and upgrading of our economy.How to realize the fit of people and posts in the enterprise,so as to achieve the best use of people and talents,has become the tireless pursuit of the enterprise.In the enterprise performance management,the management of the performance of the grass-roots managers has become one of the core work of performance management,and more and more enterprises pay attention to it.Therefore,whether the enterprise performance management has been more comprehensive construction and improvement has become one of the most important work of the human resource management department in today's enterprises.At the same time,it is also the key point that enterprises are in an invincible position in the increasingly incentive market competition Key.At the beginning of this paper,it introduces the research background,significance,research status at home and abroad,relevant concepts and theoretical basis of performance appraisal,and then introduces the status quo of performance appraisal scheme for grass-roots managers of s transportation company in detail;secondly,it studies the problems existing in the performance appraisal scheme for grass-roots managers of s transportation company by questionnaire survey,including the lack of strategy in performance appraisal Guidance,unreasonable performance appraisal indicators,opaque performance appraisal process,and neglect of subsequent improvement of performance appraisal.In view of these problems,this study further analyzes the causes:the grass-roots managers lack of correct understanding of performance appraisal,lack of effective job analysis,lack of effective communication in the process of performance appraisal,lack of guidance and training of relevant departments.In order to solve these problems,according to the principle of performance appraisal and the goal of performance appraisal of the basic level managers,this paper redesigns the performance appraisal system of the basic level managers of s transportation company by using the method of KPI and balanced scorecard.These indexes include fleet profit,passenger volume,passenger turnover,cost control rate,number of new terminal customers(contracting)Media exposure times,customer opinion processing rate,customer satisfaction,accident liability loss,violation rate,punctuality rate,maintenance index compliance rate,learning plan completion rate,employee turnover rate,news report.On the basis of determining the index,the weight of each index is re determined by using AHP method,and then a new assessment standard is established for it.Finally,this paper determines the implementation process of the performance appraisal of the grass-roots managers of s transportation company and puts forward specific safeguard measures to ensure its smooth implementation.