Study On Performance Appraisal Management Optimization Of Primary Staff In No.7 Production Plant Of Xinjiang Oilfield Company

In the process of modernization of enterprise management,in order to make the development plan blossom on the ground,it is necessary to have corresponding constraints and incentive mechanisms to supervise and ensure the implementation.As a symbolic means in this aspect,performance appraisal management plays an increasingly prominent role in enterprise management and has increasingly become the focus of attention.The subsidiaries of Xinjiang Oilfield Company are mainly grass-roots oil and gas production units,and Oil production Plant 7,as its subsidiary,is one of the main forces of oil and gas production,which is representative.Studying the performance appraisal management model of grass-roots employees in the seventh oil production plant and putting forward improvement and optimization measures is of strong reference significance to the improvement of the performance appraisal management level of other fraternal units and even the whole Xinjiang oil field company.The purpose of this study is to optimize the performance appraisal management of grassroots employees in the no.7 oil extraction plant,and carry out the research by using literature research method,investigation method,questionnaire method and case analysis method.With reference to domestic and foreign research backgrounds and related basic concepts,start with the investigation and understanding of the current performance evaluation management of the seven oil production plants,summarize and summarize the existing problems,analyze and investigate the causes of the problems,and then make targeted optimization and improvement content and guarantee consolidation measures The paper summarizes the outlook.It is mainly discussed from seven parts.Based on performance appraisal management seven oil production company,found that at present there are seven oil production company performance appraisal not a clear direction,design of performance appraisal indicators is not science,performance appraisal content,and responsibility is not consistent,imperfect system of performance appraisal feedback four aspects,analysis the reason for this is due to the understanding of the performance appraisal is not clear,enterprise characteristics bring higher request to the performance review,relevant coordination mechanism is not sound,performance appraisal,the result of their own limitations.In order to change the current situation,we can consider from these aspects: determining the objects and methods of performance appraisal,establishing and improving the indicator system of performance appraisal,reasonably allocating the weight of performance appraisal indicators,improving the auxiliary methods of performance appraisal,and constructing an efficient performance communication and feedback system.In order to ensure the smooth progress of the optimization content,five safeguard measures are put forword: establishing and perfecting the enterprise rules and regulations,strengthening the attention and participation of the company's senior managers,guiding and establishing the correct assessment concept,dealing with the assessment of human relations in various ways,and creating the enterprise culture of performance guidance.