Improvement On Performance Appraisal Scheme For Front-line Staff In QL Company

The rapid development and change of social economy have intensified the transformation of energy industry.Green energy develops rapidly and becomes increasingly competitive.Enterprise performance management as an important part of human resource management today,is an inevitable requirement for enterprises to maintain their core competitiveness and maintain their long-term development how to promote the company’s internal incentive mechanism,improve the level of performance management,How to mobilize the subjective initiative of employees and improve work efficiency is a key factor related to the high-quality and sustainable development of enterprises,and is also the top priority of enterprises’ efforts to improve in the development.Front-line employees as the most basic elements and the concrete practice,is the fundamental guarantee of normal operation of enterprises,efficiency production,completes the front-line staff performance management,especially the scientific and effective performance appraisal way,for the element to the training of employees,to establish the incentive mechanism of rewards and punishments,realize high output and high efficiency has important significance.Based on the QL Company as the research object,from the current situation of actual performance appraisal company,to improve the existing problems of performance appraisal scheme as the goal,first of all,the sorting and study of the literature of related performance appraisal,draw lessons from the recent exploration and research of enterprise performance management,through the methods of questionnaire investigation,targeted analysis of problems such as the lack of targeted indicators in the performance appraisal of front-line employees,Lay the foundation for the reasonable optimization of QL Company’s performance appraisal program;Secondly,key performance indicators and other methods are used to extract key performance indicators and complete the weight distribution of each indicator by combing the job responsibilities of front-line employees and existing problems.Finally,corresponding solutions are put forward in terms of performance appraisal process,communication and feedback,and application of results.In this paper,through the performance appraisal scheme of improvement,but also puts forward some suggestions of performance appraisal implementation safeguard measures,for the company’s existing assessment scheme can provide reference for the implementation of the scientific and effective,promote the company’s talent team construction,thus achieve significance and function of performance management in the company management,in order to further achieve the company’s business objectives to lay a solid foundation.