The Design For Performance Appraisal System To Improve In Shenyang Water Group The Forth Water Plant

Shenyang Water Group is responsible for providing safeguard for production and life water supply, dewatering and sewage treatment of Shenyang city; is an important constituent part of basic operation of city; is critical security for achieving objective as sustaining economic growth and ensuring people's wellbeing. More attention has been paid to the development, advancement and reform of Shenyang Water Group by the Communist Party and government. With integrative development of market economy and economic globalization, the reform of our utility industry is gradually deepened, so traditional water service enterprise needs to accelerate the shift of operation mechanism, to optimize the initiatives of operators and employers, revitalize enterprises and enhance economic benefits and social service level. As a result, it is a realistic demand for an enterprise to establish a perfect performance management system in modern society.No. Four Water Works of Shenyang Water Group, as an old water factory with 36 years of history, has heavy tasks but old aging equipment, outdated management system. In addition, employees have been in the state of standstill and dispirited on ideological concept, mental attitude and work style, resulting in serious influence to enterprise's development. I have studied current enterprise situation and development direction since holding the pose of director of the factory. I have kept groping about method and mode of enterprise management reform continuously and developed management measures with core of performance appraisal, which has been operated for several years and achieves remarkable results. However, imperfect defects that will hamper the growth of original performance evaluation mode have been exposed with the development of enterprises and deepening of management. After two-year science of business administration, I have a deep and broad knowledge of enterprise management, especially performance evaluation system, so I try to combine the theoretical knowledge with management practice in depth. The original performance system of water works will be upgraded in design and reestablished on a basis of diagnosis, analysis and research.Based on the former performance appraisal conditions of No. 4 Water Works and its existing problems reviewed and analyzed, this text will take the performance appraisal management theory as its guidance and use main researches such as heritage research, interview and comparative analysis to analyze the expected results with clear and definite purpose, principles, and implementation steps. In this text, advices on further improving and perfecting the performance appraisal of No. Four Water Works of Shenyang Water Group have been made as follows:I. Set scientific performance indicators. Depending on the strategic development targets of the No. Four Water Works and functions and responsibilities of all departments, a new performance indicator system should be specially divided and established. Evaluation rules should also be formulated respectively on the basis of difference of positions and responsibilities. The performance appraisal standards have been set up for each department, position, process and staff so as to create a work atmosphere of goal-oriented, responsibility distinguished, administration and fulfillment by level. Each staff would consciously work towards a goal and could be make self-control.II. Improve the performance management system: according to the principles of management control system that everything shall be in charged by related personnel, everything has its rules, everything has its evidences and everything is due to check, also on the basis of previous system and the actual conditions of the water works, the unreasonable, unscientific parts and those with little effect have been removed and adjusted; the range of decision-making procedures for management personnel of all levels has been defined; the professional management rules of working team or group, technical offices, as well as all rules and regulations of water works has been perfected; the operation procedures, sequences, and safe production responsibility system for person at all levels have also been made. All these actions aim at realizing the atmosphere of being responsible for each, each job to regular, works to criterion, assessment to conditional, rewards and punishment has regulations. The operation model is formed by carrying out clear target, distinguishing responsibility, stepped management and fulfilling through all levels.III. Improve performance management pattern: It will improve the former pattern of The No. Four Water Works. The new measures of divided contracting with the maintenance and binding from will be implemented and operated. In line with the principles of setting the real target, subdividing the responsibility and definitely clarifying interest, various benefit indexes should be disassembled and give it to part of place and technical offices,meanwile the management index should disassembled and give it to group or individual. The specific reform is divided into three levels, that is, the leadership issue the power of attorney, sections and departments have contract, different work teams sign the responsibility warrants level by level, subdivide each function index, to shape the community interest of both collective and personal. IV. The supporting measure for performance appraisal management system: kick off the economic levers, establish a fair, reasonable distribution mechanism, and implement the actions that wages hook with post responsibility, labor strength. Performance quota task bonus shall be cashed by fulfilling the target. Playing for their initiative and mining its biggest potential to reach the double hooks between the responsibility, power, profit, benefit and risk; and set up dynamic tracking examination and constraint management control. It requires that the competent director should make an inspection tour very month, the place director should do that semimonthly, and the functional staff patrols at any time and write down the tour record. Shift leader patrol weekly, shift attendant patrol every day. The director and secretary should come to all systems to check in person monthly to effectively strengthen water performance appraisal management.The research of this text aims at the problem of utilities industries reform faced, taking No. Four Water Works of Shenyang Water Group as the actual example for analyzing, to deeply understand important significance of the scientific and reasonable performance assessment system for enterprise development. We hope that the research will play an improving role for human resource management of No. Four Water Works, at the same time, it shall provide the reference and help for other enterprises, and find out some new methods and new mode to resolve problems.