Study On The Problems And Improvement Of Techni Cal Personnel Perfomanceappraisal Of Petrochina NN Branch

On the basis of theoretical analysis,this paper takes the technical personnel performance appraisal system of PetroChina NN Branch as an example for empirical analysis,combines with personal experience at the grass-roots level,deeply communicates with the technical personnel,understands and analyses the problems found,improves and formulates a more reasonable and motivating salary management system,and finishes the work for PetroChina NN Branch.The performance appraisal of good technical personnel can provide reference for employees to recognize,identify and recognize enterprises,enhance the sense of benign competition among technical personnel,realize the rational allocation and use of human resources,effectively mobilize the enthusiasm of staff,carry out innovative work in their respective positions,accelerate the improvement of economic and social benefits of CNPC branch,and gradually train staff.The sense of belonging of industry to enterprises can also make managers fully aware of the performance status of enterprises,make enterprises continue to develop healthily,and synchronously improve the overall performance of PetroChina NN Branch,so as to realize the stability of the staff.This paper systematically combs the relevant performance appraisal theories and related methods,such as key performance indicators(KPI).The research methods used include literature research,questionnaire and interview,case analysis,and key performance indicators(KPI).Specific research contents include:(1)consulting and sorting out relevant information,summarizing the definition of performance appraisal,clarifying the role and significance of performance appraisal,at the same time,systematically understanding the current domestic and foreign performance appraisal theory and actual development situation.(2)Taking the domestic natural gas industry as the research background,this paper expounds the enterprise situation and employee structure of NN Branch,and through questionnaires and interviews,understands and analyses the current situation and causes of the technical personnel performance appraisal of the company.(3)The performance appraisal system is designed according to the specific post responsibilities of the technical personnel by the method of combining job KPI,work attitude,work tasks and event indicators.At the same time,according to the actual agreement on the frequency and mode of assessment.(4)In order to ensure the effective implementation of the performance appraisal improvement scheme for the technical personnel,this paper elaborates on the effective execution of the assessor,the full recognition of the assessee and the fair system of the enterprise organization,and puts forward some suggestions for improving the implementation of the performance appraisal scheme for the technical personnel of CNPC NN Branch.Through this study,the original performance appraisal system of CNPC NN Branch has been improved,and a more reasonable and motivating performance appraisal management system has been formulated.The following conclusions have been drawn:the enterprise should improve the performance appraisal system,refine and unify key performance indicators;the implementation of performance appraisal should be closely integrated with the actual work;the appraisal results should be effectively applied and implemented.Career planning for technical personnel.This conclusion provides a reference for CNPC NN Branch to improve the performance appraisal of technological personnel,as well as for similar enterprises to improve the performance appraisal of technological personnel.