Research And Design Of Staff Performance Appraisal System For Electricity Maintenance Staff

With the development of our economy, the requirements of power enterprise on the talent also enhance unceasingly. Some software and hardware conditions of Hangzhou power enterprise, such as grid basis, management ability, talent advantage and business performance has reached the advanced level. Grid, however, still exists many problems in production and business management. From the point of view of Hangzhou electric power staff, the staff working pressure is increasingly big, some employees have the situation of plain slacking, bad style, insufficient in ability. Therefore, human resources development and management have become the core and key of enterprise’s survival and development. Establishing and perfecting scientific and fair performance appraisal system that combines with enterprise’s actual combination, fully arouse the enthusiasm of staff, and provide broad platform for development of staff have a realistic significance.The current electric power’s enterprise performance management was still in the stage of performance appraisal, the appraisal system content is relatively extensive, and evaluation standard is not standard, the actual assessment is difficult to operation. What’s more, the appraisal objectively became a mere formality, the phenomenon of "Commons" generally in power enterprise greatly weakened the effective incentive and development of employees, performance appraisal failed to play its proper role.This paper based on the study of performance management theory and the reality of Hangzhou power maintenance work area management, researching and designing the power maintenance work area staffs performance appraisal system. For the different features of professional team with production team, this article will build different appraisal index system to ensure that the performance indicators can connect with the enterprise development requirements and employees working to fulfill the performance appraisal management. Performance management can evaluate each employee more accurately on the degree of competent for their jobs and their development potential and make the evaluation results combining with employees’ pay, promotion, training and other aspects, strengthening the performance feedback to help the employee’s career planning and development, fully arouse the employees’ initiative, enthusiasm and creativity, and realize the combination of employees’ goals and enterprise’s development strategy.