XXYH Company's First-line Employee Performance Appraisal System Optimization Program

The flood prevention engineering in the lower reaches of the Yellow River is an important engineering facility for the Yellow River to prevent floods,which guarantees the safety of life and property and the economic social development of the people along the Yellow River.Since the founding of New China,in order to effectively control floods and reduce the losses caused by floods and droughts,the state has invested a large amount of manpower,material resources,and financial resources to build flood prevention engineering in the lower reaches of the Yellow River.While providing water supply for industrial,agricultural production and ecological environment along the Yellow River,it ensures the safety of life and property of the people.With the economic development,the construction framework of city has gradually widened,and the increase in the scope of residents activities has brought great pressure on the daily repair and maintenance of the Yellow River flood control project.In addition,the idea of "rebuilding light pipes" formed by historical reasons has been added,the repair and maintenance level of the yellow river flood prevention engineering is disjointed with the social development,the enthusiasm and initiative of the Frontline staff are declining,and problems such as the delay of repair and maintenance have emerged,which has caused some hidden dangers to the safety of the engineering.The existence of these problems has caused some obstacles to the smooth development of engineering maintenance work,which is not conducive to the development and growth of maintenance enterprises engaged in the Yellow River flood prevention engineering.Based on the personnel management of a maintenance company in the lower reaches of the Yellow River,this paper briefly introduces the performance evaluation status of XXYH Company.The current performance appraisal system of XXYH Company is analyzed on the basis of the full use of performance assessment tools such as the target management method,the key performance indicator method,the balanced scorecard method,and the in-depth interview method,the questionnaire survey method.The problems in the content,weight design,feedback and application of the results are pointed out,and the optimal implementation plan and supporting measures are put forward.By optimizing the non-compensation incentives in the performance appraisal system of the frontline staff of XXYH Company,we can maximize the enthusiasm of the frontline staff without increasing the operating costs of the company.At the same time,the skills of the frontline staff,the awards and achievements obtained in various competitions are included in the performance appraisal system,reflecting the development of the frontline staff themselves,to make the performance appraisal system more perfect.By optimizing the current performance appraisal system of XXYH Company,it provides reference for improving the personnel management of many Yellow River maintenance enterprises,and provides help for enterprises to improve their own management level and continue to develop in the competition.