Research On The Performance Appraisal System Of Heilongjiang Electric Power Company Limited

Heilongjiang electric power co., LTD., is the important state-owned enterprises of Heilongjiang province, which made an important contribution to the development of social economy of Heilongjiang province. Along with the constant improvement of the degree of China’s reform and opening up, Heilongjiang electric power co., LTD., under the unified leadership of the state grid corporation, the company had a positive reform and innovation, and formed the personnel system and performance appraisal system which adapt to the modern market economic situation. The company internal competition, incentive and constraint mechanism is becoming more complete. But the current performance appraisal system still has many shortcomings, and had failed to make effective use of the existing enterprise human resources; Company is the lack of a modern enterprise management concept of talent; the company performance management system lag behind those in economic developed provinces; the performance appraisal purpose is single; Outstanding resistance of the employee exists; There are too many subjective factors and too little assessment of quantifiable indicators; The inspection cycle setting is not scientific; The assessment results is not effectively guide the compensation reform.In full of Heilongjiang electric power co., LTD performance appraisal system based on the research, we use for reference the experience of effective human resources management at home and abroad. aiming at the problems existing in the enterprise, combining with the practical problems encountered in the production and operation of an enterprise, we put forward the corresponding solutions: Make more robust performance appraisal organization and improve the system of performance appraisal; Make strategic objectives and the relationship between performance appraisal more clear; Make employees responsibility more clear; Attaches great importance to create a harmonious examination culture; Attaches great importance to the management information security; Improve the mechanism of performance appraisal training and communication; Attaches great importance to the use of performance results for guiding employees post appointment; Make the performance appraisal play a role of education training for employees. According to the production and operation situation of Heilongjiang electric power co., LTD., suggested on the basis of balanced scorecard performance evaluation system, we introduce the key success factors(CSF).we modify and improve the present performance appraisal system from financial, customer, internal business process, learning and growth.