Research On Optimization Of Performance Appraisal Scheme For Technical Staff Of Jiuquan Iron And Steel Group Corporation Information Center

With the economic globalization,the rapid development of science and technology information technology,social science has also made considerable progress,performance management research has attracted wide attention from enterprises.As a talent-intensive enterprise,JISCO Information Center has experienced serious staff turnover in recent years,and the gap with the industry has been increasing.Although the performance management plan currently implemented by the JISCO Information Center has been revised and improved many times,due to the lack of scientific and reasonable performance management plan design,the existing problems have become increasingly prominent,and the dissatisfaction of employees has become increasingly intense.It is imperative.Only by constructing a scientific and reasonable performance management plan can the enthusiasm,initiative and creativity of enterprise technical personnel be stimulated,core technical personnel can be retained,and the competitiveness of the enterprise in the same industry can be better enhanced.This article takes the technical personnel of the Jiu Steel Information Center as the research object,guided by fairness theory,motivation theory,two-factor theory,etc.,using literature research,questionnaire surveys,employee interviews and other methods to address the problems existing in the current technical personnel performance appraisal program Analysis and research point out that the current performance appraisal scheme has problems such as unscientific setting of work performance indicators,unreasonable work ability performance appraisal system,insufficient performance communication and feedback,and excessive use of performance results.Furthermore,it explains the main reasons such as rigid.This article takes the technical personnel of the Jiu Steel Information Center asthe research object,guided by fairness theory,motivation theory,two-factor theory,etc.,using literature research,questionnaire surveys,employee interviews and other methods to address the problems existing in the current technical personnel performance appraisal program Analysis and research have pointed out that the current performance appraisal scheme has problems such as unscientific design of work performance indicators,unreasonable work ability performance appraisal system,poor performance communication and feedback,and single use of performance results.It then explains the main reasons such as rigid enterprise mechanism,lack of performance appraisal culture,unscientific construction of performance appraisal system,lack of on-site investigation and communication,unreasonable managerial structure,lack of performance management knowledge,and lack of technical support.Finally,in accordance with the principles of fairness and justice,feasible and practical,feedback modification,etc.,an optimized plan for the performance appraisal of the technical staff of the Jiu Steel Information Center was formulated,from redesigning work performance indicators,re-developing work ability assessment methods,building performance feedback communication channels,and fully using performance appraisal Results and other aspects to optimize the entire performance appraisal plan,and formulate corresponding supporting measures,including the establishment of a performance appraisal optimization team,the construction of supporting systems,the supervision of the performance appraisal process,the provision of relevant technical support,and the establishment of a performance appraisal culture to ensure The smooth implementation of the plan.Through the implementation of the optimization plan,employees' sense of fairness has been improved,performance communication channels have been unblocked,and the guiding role of performance appraisal has been strengthened.Employees' work enthusiasm has been greatly improved,and corporate performance management and management have become increasingly standardized.