Optimizing The Performance Management Of Front-Line Technical Personnel Of A Power Supply Company

In recent years,China’s electricity market reform has been constantly advancing,the state policy is committed to stabilizing the electricity price of residents,opening the electricity market.Therefore,more and more electricity sales companies flood into the power supply market,and the State Grid Corporation is facing increasingly fierce competition in industrial electricity prices.It is no longer a monopoly industry.The State Grid Power Supply Company has changed its strategic objectives,advocated the guidelines of "cost reduction,expenditure reduction,quality improvement and efficiency improvement",and committed to building a world-class energy Internet enterprise.The construction of quality service to the people with excellent competitiveness of the power supply company.Front-line technical personnel have been at the forefront of the company’s production,and the realization of production work and strategic goals should be implemented in front-line production.Whether it is to provide high-quality electricity,capacity expansion,technical reform and overhaul,etc.,will fall on the shoulders of front-line technical personnel.Therefore,it is a top priority to do a good job in the performance management system of front-line technical personnel,which is closely related to the realization of the company’s strategic goals.In order to create a world-class energy Internet company and achieve the performance management information company guidelines,it is imperative to optimize the performance management system of front-line technical personnel.Based on the current research status at home and abroad,this paper introduces the theory of performance management and analyzes the way of performance management.Through questionnaires and field interviews,It is found that the current performance management of front-line technicians in A Power Supply Company is not scientific and perfect in setting performance indicators,not rigorous and reasonable in performance sub-database and calculation logic,not fully carrying out performance communication and performance feedback,and not fully applying performance appraisal results.Through the analysis of data,it is concluded that the problems in performance management mainly include performance executors’ misunderstanding of performance assessment,lack of effective performance management training,and failure to establish performance management organization guarantee measures.This paper puts forward rectification suggestions for existing problems: With a clear evaluation index weight line technical personnel as the core,perfect performance evaluation index system,combining with the redesigned "working hours system as" the work of the depots,for different shift of the nature of the work and work content to set different performance depots,performance point of information management,the effective performance communication and feedback,multiple Angle from several aspects to perfect the performance management system and management mode,Ensure that performance appraisal results are fully and effectively applied.Finally,in order to ensure the correct implementation and effective implementation of the performance management system,the author proposes to strengthen the performance management consciousness of the whole staff,establish a professional performance management organization,improve the performance management system and other safeguard measures.For the front-line technical personnel,their work enthusiasm should be improved as much as possible to stimulate the power increase in the front-line production team and effectively improve the core competitiveness of A power supply company.