Research On Performance Appraisal Optimization Of SW Labor Dispatching Staff

As an indispensable management tool for modern organizations,performance appraisal can provide an evaluation basis for human resource management of enterprises as a whole,improve the feedback ability of enterprises,and enhance the enthusiasm of employees.With the transformation and development of the economy and the progress of society,urban fuel enterprises are more closely related to the development of commerce and the daily life of residents,and the requirements of gas enterprises and individuals for urban fuel enterprises are also constantly improving.In the face of high requirements and high standards of competition,urban fuel enterprises employ labor dispatch employees to ensure low cost and efficient operation of enterprises.However,there is no actual employment relationship between the dispatched employees and the employing units,and the employing units do not pay enough attention to them,so there is a contradiction between the employer’s neglect of the dispatched employees and the necessity of the dispatched employees for the development of the employing units,and the undesirable phenomenon of insufficient stability and strong mobility of the dispatched employees.Therefore,in order to seize the development opportunities in the fierce competition environment and expand the scale of enterprises,the optimization of the performance appraisal of labor dispatch employees is imminent.This paper takes SW Company’s performance appraisal of labor dispatch employees as the object,and on the basis of fully consulting the relevant performance appraisal and labor dispatch employment materials,grasps the principle and method of performance appraisal,and selects the performance appraisal method suitable for the enterprise according to the actual situation of the enterprise.Through questionnaires and other forms of in-depth research on the enterprise,it is found that the main problems are: examiners and examiners do not know enough about performance appraisal,and do not play the actual role of performance appraisal;The setting of performance appraisal indicators is not reasonable,and the assessors do not carefully study whether the indicators meet the actual work needs;Performance appraisal communication and feedback are not timely,and employees’ satisfaction and cooperation with the company’s performance appraisal are not high;The results of performance appraisal are not fully used,which can not stimulate the enthusiasm of the examinee.In view of the existing problems of SW Company,based on the principles of objectivity,full participation,scientificity,information openness,complaint feedback and incentive,the key indicator method was selected to build a performance appraisal system from three dimensions of work performance,work ability and work attitude,and the analytic hierarchy process was used to design the weight of the indicator system and optimize the assessment process.Improve the evaluation standards and assessment cycle,improve the feedback and appeal mechanism,optimize the application of results from the aspects of performance reward,spiritual incentive and rank adjustment,and provide corresponding safeguard measures from the three aspects of organization,system and corporate culture,so as to ensure the smooth implementation of the performance appraisal of SW Company’s labor dispatch employees and give full play to the due role of performance appraisal.