Research On Performance Management Of First-line Team In LD Maintenance Company

With the reform of the electric power enterprise system,the operation and management of the electric power system are also changing.This year is the year of the reform of state-owned enterprises.In order to ensure the safe and stable operation of the company and successfully complete various business objectives and safety production tasks with high quality,the management of first-line team is particularly important,and the employees of first-line team account for 70% of the total employees of the company.However,the performance management of the first-line team has always been the weakness of the company’s human resource management,so the reform of its performance management system is imperative.Based on the above background,this paper studies the first-line team performance management of LD maintenance company.The full paper is divided into six chapters.In the first chapter,the research background and significance,domestic and foreign research status and research methods are introduced,and the innovation of this paper is pointed out.The second chapter defines the concepts related to performance management and summarizes the tools of performance management.The third chapter briefly describes the status quo of performance management and the status quo of first-line teams in LD maintenance company.The fourth chapter,through questionnaire survey and field interview survey,found the problems in performance management of first-line production teams.The main problems in management include the single performance appraisal mode of first-line production teams,unclear incentive mechanism of employees’ performance appraisal,inflexible application of performance appraisal results to employees of first-line production teams,and imperfect function of performance management information platform.And the reasons for the above problems are analyzed,the main reasons are the company’s oversimplification of performance management,the company’s lack of research on the incentive measures of state-owned enterprises,the company’s lack of effective reward and punishment system for employees,the company’s lack of information theory knowledge of performance management;In the fifth chapter,according to the improvement principles of the company’s performance management system,the corresponding improvement countermeasures are formulated.By perfecting the performance appraisal mode,the original "key performance system" and "work credit system",the assessment system is constructed in an "all-round and diversified" way,and the incentive mechanism of "strong incentive and multi-dimension" is deepened,and the application of performance appraisal results is strengthened.The current situation of "taking turns" is reduced,and the human resources performance-salary auxiliary management platform is designed,which cleverly combines performance management with big data technology.Chapter VI,in order to ensure the stable implementation of the improvement countermeasures,put forward safeguard measures in the organization and process,improved the function of the performance management committee,improved the performance managers’ ability to perform their duties,set up the staff supervision committee,set up the performance Kanban board,strengthened the staff’s performance data analysis ability,carried out targeted training,formed the staff communication mechanism,and effectively mobilized the enthusiasm of the staff.Make sure every measure is implemented.