| Under a series of policies,such as energy conservation and emission reduction,carbon peaking and environmental protection,the new energy vehicle industry is developing in full swing and has become the development trend of the automobile industry in the future.S Company is a domestic technology innovative company mainly engaged in manufacturing and marketing of new energy vehicles and charging piles,integrating product design and development,production,marketing and scientific and technological consulting services.It is headquartered in Beijing and has manufacturing bases in Zhuzhou,Guangzhou,Yunnan and other places.S Company has introduced advanced research and development technology from Germany,Italy,Shanghai and other places and has a number of international invention patents.It is a new energy vehicle company with a relatively good development level in China.Based on the introduction of the concept and characteristics of skilled employees,the concept and methods of performance appraisal system and relevant classical theories,this paper takes the performance appraisal system of skilled employees of S Company as the research object,and adopts the methods of literature research,case analysis,questionnaire survey and interview to carry out the research.First of all,this paper introduces the current situation of the performance appraisal system of the skilled employees of S Company,and further evaluates the performance appraisal system of the skilled employees of S Company with the fuzzy comprehensive evaluation method.Secondly,it adopts the methods of field investigation,personnel visit and questionnaire survey to study and analyze the difficulties faced by the performance appraisal system of skilled employees of S Company and the causes of the problems.Finally,it puts forward the strategy to optimize the performance appraisal system of skilled employees of S Company,and then designs the optimal implementation safeguard measures.Through analysis,this paper finds that there are some problems in the performance appraisal system of skilled employees of S Company,such as the mismatch between the establishment of performance indicators and the characteristics of skilled employees and the development of the new energy automobile industry,the lack of communication between the performance appraisal process and skilled employees,the insufficient incentive of the performance appraisal results for skilled employees,and the failure to form an effective closed loop for all links of the performance appraisal of skilled employees.After in-depth analysis,this paper finds that the reasons leading to the imperfect performance appraisal management methods are that the management does not have a comprehensive understanding of the purpose of performance appraisal for skilled employees,the performance appraisal indicators for skilled employees are not targeted,the technical employees’ participation in the development of performance appraisal process is too low,and the technical employees’ performance appraisal information feedback and incentive are not in place.To this end,we should establish the concept of developing technical staff performance appraisal,build a perfect technical staff performance appraisal index system,improve the implementation process of technical staff performance appraisal,smooth the feedback channel of technical staff performance appraisal process,improve the application level of technical staff performance appraisal results,and guarantee the system,personnel,funds,culture and other aspects. |
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