Study An Optimization Of CTGS Employee Performance Appraisal System

With the vigorous development of Chinese economy,China's infrastructure has become a global influence power,formed with "five longitudinal and five horizontal" as the comprehensive transportation network,integrated transport channel highway,high-speed railway journey all the world's first,steady progress of urbanization at the same time basically achieved via county,"county",and "area" initiative,make the development of highway industry reached a new height,for international economic cooperation and development,and promote economic globalization through arteries.The development of expressways and the construction of a modern and high-standard national highway network will help promote the integrated development of regional economy and promote social unity and stability,and provide a solid guarantee for the long-term sustainable growth of China's economy.At present,although it is a development opportunity period for CTGS expressway enterprises,it also faces huge challenges.On the one hand,the huge initial investment and the long recovery period make the expressway enterprises face huge debt repayment pressure.On the other hand,the single source of income,the deepening of the reform of the toll road system and the continuous increase of the construction cost make the expressway enterprises face severe challenges to achieve long-term sustainable development.How to establish a scientific,reasonable and comprehensive performance appraisal system can not only help enterprises get rid of the current dilemma,but also continuously promote the realization of scientific decision-making and management optimization of expressway enterprises,which provides important support for deepening the implementation of the reform of toll road system and the realization of strategic transformation and upgrading.Under this background,this paper further optimized and designed the performance appraisal system of CTGS company by combing the relevant theories of performance appraisal system at home and abroad.Through questionnaire survey and face-to-face interviews,the current has taken in view of the grass-roots staff performance appraisal system has carried on the investigation and research,found that the current CTGS employees lack of scientific design,assessment index evaluation method is not reasonable,lack of effective communication feedback mechanism,the application of single and employee know about performance appraisal degree is not enough and so on five aspects is restricted at present the main problems of performance appraisal system.In order to better solve the problem,the KPI key indicator method and 360-degree performance appraisalmethod are fully utilized.The focus is to optimize and redesign the appraisal subject,cycle,way,index,feedback mechanism and result application,to build the initial framework of the performance appraisal system,and put forward four safeguard measures,including:Organizational guarantee,system guarantee and cultural concept of security and information system security,provide strong support for the performance evaluation system,thus forming a set of scientific and reasonable,perfect performance appraisal system in an all-round way,to inspire the staff's initiative,enthusiasm and innovation ability,thus enhances the working efficiency of the individual and the purpose of the company's overall production capacity,finally realizes the maximum interests for the company.