Research On Performance Appraisal System Design Of Road Maintenance Workers In G Expressway Company

As a member of the state-owned enterprises in the city,under the dual pressure of administration and market,G Expressway Company needs to improve its performance management ability and mobilize the enthusiasm of employees in order to continuously adapt to the needs of the market and survive and develop in the market.This paper mainly uses questionnaire survey,case study method,literature research method,etc.,selects the road maintenance personnel of G expressway company as the research object,and plans to optimize the current performance appraisal plan of G company road maintenance personnel,and further encourage employees by relying onperformance optimization to further motivate employees’ work enthusiasm.This paper diagnoses the industry environment and pressure,the existing organizational structure and salary performance assessment of G Expressway Company,and analyzes the company’s performance evaluation of expressway maintenance through statistical analysis of employee happiness survey results.Problems and deficiencies.The main problems are: lack of incentives for performance appraisal,disconnection between performance appraisal and strategy implementation,unscientific design of performance appraisal indicators,and incomplete application of performance appraisal results.In response to these problems,combined with the balanced scorecard theory,the company’s strategic objectives as the core content,the company’s strategic objectives are decomposed layer by layer to the company’s departmental level,grassroots unit management level,project department level and employee level,combined with key performance indicator method relevant theories set up various evaluation indicators.The Delphi method was used to invite the expert group to complete the weight distribution based on the causal relationship and the degree of contact.Finally,through the newly designed performance appraisal system,according to the principle of fairness and justice,the performance appraisal results were rationally applied to enhance The enthusiasm of employees to achieve the "win-win" goal of employees and the company.