Research On The Optimization Of Performance Appraisal System For The Grass-roots Staff Of G Expressway Company

China’s expressway is developing rapidly under the background of social and economic development.Its construction speed is increasing,and the economic benefits are also improving.Especially after 1988,the opening of Hujia Expressway marks that the development of expressway construction in China has entered a new process.Between 1990 and 2005,China’s expressway journey increased by 20%-80% year-on-year,and a total of more than 4500 kilometers were added.Up to now,the mileage of Expressway in China has exceeded 150000 kilometers.At present,although China’s economic growth rate gradually tends to be flat,the development speed of expressway is still accelerating,ranking in the forefront of the world,and its economic development is gradually beginning to be reflected.It is not only the direct economic benefits brought by the expressway construction,but also the driving effect on the surrounding economy after the expressway construction.The biggest role of expressway construction is not to connect the countryside and the city,but to drive the rapid development of local economy on the premise of improving infrastructure.However,it is undeniable that although the construction speed of Expressway in China is very fast and has indeed caused economic growth,the management level of expressway is relatively backward.As an accompanying product of economic development,expressway itself has a short development process,has not established a complete performance evaluation index system,and there are relatively few methods of strategic management.This also leads to the situation that expressway enterprises are easy to get out of control in the operation process,which will affect the market share and reduce the operating efficiency.The fundamental core of expressway management is the management of human resources.Only by clarifying the focus of human resources management in Expressway and effectively improving the work enthusiasm of employees,can we truly ensure the rapidity of their own development.Therefore,this thesis studies the optimization of the performance appraisal system of grass-roots employees in G expressway company,and explores the problems that need to be paid attention to in the process of employee performance appraisal in expressway company.Through the research,this thesis finds that the problems of the current performance appraisal of G Expressway Company lie in the strong subjectivity of the appraisal process caused by the lack of theoretical guidance of the appraisal system,the lack of pertinence caused by the formulation of performance appraisal indicators without demonstration,the lack of execution of the performance appraisal index system and the need to further strengthen the incentive effect of performance appraisal.These problems directly lead to the shortcomings of the current performance appraisal system of G expressway company.In view of the above problems,this thesis believes that G expressway company should directly link the performance evaluation with the performance bonus,and promote the employees’ work enthusiasm through monetary incentive;At the same time,conduct three-level assessment on employees’ work efficiency and attitude,regularly carry out and reward employees with outstanding performance,punish employees with poor performance,and promote the improvement of employees’ work enthusiasm;Finally,in order to improve the scientificity and credibility of performance appraisal,this thesis introduces the performance evaluation model,recalculates and distributes employees’ performance salary in a scientific and reasonable way,and improves the possibility of internal competition.The biggest problem in the current management of grass-roots employees of G expressway company lies in the problem of its incentive system.The enthusiasm of employees themselves can not be mobilized,and there will even be a slowdown.In view of this situation,this thesis believes that it is the simplest way to motivate employees based on money.In particular,the work undertaken by the grass-roots employees of the expressway company is more mechanical,and they are more concerned about stability and salary.Therefore,it will be empty to talk about career development too much.Taking money as incentive and grading rewards and punishments as internal measures can change the problem of insufficient work enthusiasm of grass-roots employees to the greatest extent and give full play to the subjective initiative of grass-roots employees themselves.