Research On Performance Appraisal Optimization Of Primary Level Managers Of ZC Power Supply Company

Since the 18 th CPC National Congress,the CPC Central Committee has made a strategic layout,strengthened top-level design,and constantly promoted the reform of state-owned enterprises in the new era.As an important member of the "double hundred action" for the reform of state-owned enterprises,the State Grid Corporation of China has actively responded to the government’s call for tax reduction and fee reduction,and twice reduced the general industrial and commercial electricity price since optimizing the implementation of business environment policies and the epidemic in 2020,the further compression of enterprise profit space puts forward higher requirements for the company to revitalize human resources and further improve quality and efficiency.However,for a long time,the natural monopoly position has led to the strong administrative color and lack of institutional vitality in the company’s management mode.The existing performance appraisal methods not only give full protection to employees,but also lack the role of incentive and restraint.As the primary level organization of State Grid Corporation of China,ZC power supply company simply copied the performance appraisal method of the municipal company in its management without adjusting it in combination with its own reality,the implementation of performance appraisal can not completely get rid of the disadvantages of "the big rice bowl" of egalitarianism in the past,and the incentive effect is poor.The grass-roots management personnel of ZC power supply company mainly include 13 professional workers in departments and offices and 18 grass-roots team leaders and directors.They are the backbone of ZC power supply company,leading the work of various disciplines and primary level shift offices of the company,and play an extremely key role in the implementation of superior instructions,cohesion of team forces and promotion of the development of the company.However,unreasonable performance appraisal seriously affects the enthusiasm of primary level managers,has a negative working attitude and does not take the initiative to take responsibility,which seriously restricts the further development of the company.Taking the primary level managers of ZC power supply company as the research object,this paper introduces in detail the main body,process,index,evaluation standard and result application of the performance evaluation scheme currently implemented by ZC power supply company.Through the methods of interview and questionnaire,this paper studies the problems existing in the performance appraisal of grass-roots managers of ZC power supply company.Based on the study of relevant literature,combined with theory and practice,and comprehensively using quantitative research method and qualitative analysis method,this paper summarizes the four problems existing in the current performance appraisal of ZC power supply company: low recognition of performance appraisal by primary level managers Unreasonable performance appraisal indicators,poor fairness of performance appraisal process,lack of effective communication and insufficient application of performance appraisal results,and the causes of the problems are analyzed.Based on the analysis of the causes of the problems,the performance appraisal index system of grass-roots managers of ZC power supply company is optimized by using the target management method,balanced scorecard method and key performance index method,the index proportion and appraisal standard are re determined,the improvement suggestions are put forward on the communication feedback and result application in the process of promoting the performance appraisal,and the guarantee measures for the performance appraisal scheme of grass-roots managers of ZC power supply company are formulated,It lays a foundation for the smooth implementation of performance appraisal.