Research On Performance Appraisal System Of Changqing Oilfield Based On KPI

Performance appraisal has a prominent position in the entire human resources management process.The promotion of the core values of the company plays an irreplaceable role in the improvement of the quality of the employed personnel and the increase of the competitiveness of the company.And more and more in the actual management behavior,the limitations of performance appraisal and the areas to be added are more obvious.At present,performance appraisal does not show its due role in most domestic enterprises that implement performance appraisal.It is impossible to realize the original intention of its use.Most of the reality is that enterprises have only exchanged a lot of human and material resources and only exchanged employees' deep resistance..Today's market competition is forcing companies to constantly improve their market competitiveness,and reforming the current performance appraisal method is the best way to deal with this.Only by having an efficient and appropriate performance appraisal system can we find a chance to survive in today's market wave.Because Changqing Oilfield has no particularly significant changes in recent years,it has become the research object of this paper,but this stability is not comprehensive.Its management model of human resources has not yet completed the transition from traditional to modern..In particular,its performance appraisal methods still need to be improved.It is the purpose of this paper to make efforts to make breakthroughs in performance appraisal.In the long history of the rivers,the evaluation indicators of performance appraisal have already diversified,and in the comprehensive evaluation of various indicators,one can balance the speed and quality,and the performance,performance and company contribution of the appraisers are highly efficient.Show that this performance appraisal optimization system was created based on key performanceindicators(KPIs).Moreover,the data obtained through performance appraisal can really increase the efficiency of the employees of the company.This method can achieve a win-win situation in the personal growth of the incumbent and the improvement of the competitiveness of the enterprise market.This method can leave a strong color in the development history of the performance appraisal system.In this paper,the performance appraisal method of applying key performance indicators(KPIs)is interpreted in three parts.The first part lists the background and significance of the study and the current state of the research,and clearly identifies the conclusions that have been obtained regarding performance management.The second part is to understand the key performance appraisal method(KPI)by sorting and comparing the relevant performance management theories.The third part is based on the current problems in Changqing Oilfield.Using the questionnaire survey,the performance appraisal system used today is clearly displayed in front of the enterprise management personnel.The data obtained through the questionnaire survey is used to analyze the shortcomings of the current performance appraisal system.The fourth part discusses the application of the KPI-based performance appraisal system to the actual use,and with the help of strategic maps and fishbone diagrams,the goals set by the enterprise are divided into KPIs of each subdivision,and then The KPI indicator system will be built and applied to the actual performance evaluation process of the enterprise to become an innovative performance appraisal system.The last part,from the actual situation,prepares the corresponding solution when there is a problem in running this performance appraisal method,and becomes the backup guarantee for this system.My expectation is that this paper can effectively supplement the shortcomings of the performance appraisal method used in Changqing Oilfield today,and explore the practical improvement measures of the performance appraisal problem that needs to be solved,so that this enterprise can be in the market wave from the root cause.We will strive for greater commercial benefits and serve as a reference for other large and medium-sized enterprises that also face problems in performance appraisal.