Research On Optimization Of Performance Appraisal System Of Power Generation Department In HF Power Plant

Under the continuous impact of the current global epidemic and international trade frictions,the import of coal in international trade has been impacted,which has a significant impact on the profits of thermal power generation companies.my country’s development goal of "carbon peaking and carbon neutrality" puts forward higher requirements for the management of thermal power plants,and carbon emission reduction also poses new challenges for the sustainable development of green energy.As the core department of the HF power plant,the power generation department,in the face of the huge impact of the external situation,can only tap the potential internally,improve the enthusiasm and subjective initiative of the employees,efficiently complete the power generation and production tasks,boost the operating performance of the HF power plant,and expand the green and clean energy sources.,and play a greater role in the comprehensive development of new businesses,in order to reflect the value of the department and ensure the sustainable development of HF power plants in the future.The performance appraisal system is an important part of the management work of the power generation department.In the implementation process,there are many problems such as being ignored,mere formality,and the incentive effect is not significant,so that it cannot effectively play the role of improving the performance of the employees of the power generation department and the department.Therefore,it is of great significance to the optimization research of the performance appraisal system of the power generation department.This paper takes the power generation department,the core and pillar department of the HF power plant,as the research object.First,it systematically expounds the basic theory of performance appraisal and a review of related research literature at home and abroad.Interviews and other research methods collected relevant feedback on the performance appraisal system of the power generation department,and analyzed the outstanding problems existing in the performance appraisal system of the power generation department: the inaccurate function positioning of the performance appraisal system,the unreasonable setting of performance appraisal indicators,poor communication and performance appraisal.The application of assessment results has no significant incentive effect,etc.,and in-depth analysis of the reasons is that the Ministry of Power Generation has insufficient understanding of the importance of the performance assessment system,insufficient grasp and application of performance assessment tools,and has not yet established a performance communication mechanism and performance assessment results and their incentive mechanism.imperfections,etc.Through the analysis of the power generation department and its positions,personnel,internal and external working environment and other factors,using the relevant theories of the performance appraisal system as a guide,drawing on the ideas and methods of relevant research literature,and based on the principles of responsibility orientation,systematization and simple feasibility,A series of countermeasures such as clarifying the functional positioning of the performance appraisal system,improving the performance appraisal dimensions,scientifically designing the performance appraisal indicators for each position in the power generation department,strengthening the two-way communication of performance appraisal,and optimizing the application appraisal results are proposed."A feedback mechanism" and the implementation of all-staff performance appraisal training guarantee measures,ultimately realizing the effective improvement of the applicability of the performance appraisal system of the power generation department of the HF power plant,and providing support and guarantee for the sustainable development of the HF power plant.