Research On The Issues Performance Appraisal Of Grass-roots Employees In Gas Company A

With the rapid development of economic globalization and the rapid development of productivity and production technology,human resources,as an important part of enterprise production activities,have become an indispensable core force in the market competition and an indispensable resource in the sustainable development strategy of enterprises in the future.Grassroots staff is an important part of the human resources of an enterprise,taking the highest proportion in the enterprise,so the performance appraisal of grass-roots staff is the focus of enterprise human resources management,and with the continuous integration of China's economy and the world economy,enterprises have to face the market competition at home and abroad.Especially under the current national policy,how to adopt advanced employee performance appraisal management to deal with the market competition is particularly urgent and of great significance.Tianjin A Gas Company,as A clean energy sales company with A state-owned background,has been expanding its business scope in recent years.However,there are certain problems in the performance appraisal of its grass-roots employees,which restrict the future development of A Gas Company.Therefore,combined with the current actual situation of A Gas Company,it has become an urgent task for A Gas Company to study the problems existing in the performance appraisal of its grass-roots employees and put forward corresponding solutions.Grass-roots staff performance appraisal in this paper,A gas company as the research object,based on the analysis of domestic and foreign research situation,clear the thinking framework,research methods,theoretical basis,through the further understanding and mastering A gas company grass-roots staff performance appraisal status quo,on the basis of suitable for A gas company grass-roots staff performance appraisal questionnaire,Through the issuance of questionnaires,recycling and statistics,grass-roots staff found A gas company has many problems in the process of performance appraisal,embodied in four aspects,one is the grass-roots staff performance appraisal program satisfaction is low,2 it is effect assessment of executive ability to ascend,three is the lack of evaluation feedback link,four is the inspection result application is too single,five is the guarantee measures are not perfect.In view of the specific problems and the actual situation of the company,the subject formulated reasonable optimization and improvement measures.First,the performance appraisal plan was scientifically set up,the performance appraisal objectives of the grass-roots staff were clearly defined,and the performance appraisal indicators were constantly adjusted and optimized during the implementation process.Second,strengthen the implementation of performance appraisal,strengthen information exchange and performance appraisal control in the process of performance appraisal;Third,in the process of management of grass-roots employees' performance appraisal,we should constantly strengthen communication and feedback of grass-roots employees' performance appraisal,earnestly implement performance interview work,and establish open and standardized channels for performance appeal.Fourthly,broaden the application scenarios of the performance appraisal results of grass-roots employees,and further improve the pertinence and effectiveness of the performance appraisal results;Fifth,improve the performance appraisal guarantee mechanism,through strengthening enterprise culture construction,optimizing organizational structure adjustment,improving the appraisal system management,strengthening performance training management and other measures,fundamentally improve the performance appraisal management level of grass-roots employees.