Jilin Province Food Central Staff Performance Management System Optimization Research

From ancient times to now,all previous dynasties put food safety first.In recent years,the central government has made a series of major deployments on the structural reform of the agricultural supply side,the reform of the grain storage system,the improvement of the quality of the state-owned enterprises and the construction of the party.From the view of the whole state grain enterprises,the enterprises focus on the storage management,and the human resource management is still lagging behind,although the performance management system has already been carried out.After the establishment,but from the specific implementation of the implementation of the situation still exist some problems,facing the extremely arduous task and complex situation,performance management belongs to the main content of human resources management,and has an important impact on improving the competitiveness of the enterprise,not only can adjust the enthusiasm of the employees,and help the enterprises.To create higher performance,it can also improve the performance level of the whole enterprise and become the power source for the sustainable development of the enterprise.Taking the case study method,taking the staff of the grain center of Jilin Province as the research object,this paper analyzes the specific situation of the performance appraisal management of the enterprise employees through the inspection method,and finds that the concept of performance management is not clear,the performance evaluation index is not clear,the results of the performance examination are single,and the performance feedback is short.Communicate? The author optimizes the four aspects of the above: the concept of performance management,set up a correct concept of performance management for managers and internal employees;in terms of performance assessment indicators,new monthly assessment indexes are added to optimize the annual assessment index,and the weights are scientifically determined according to the weighting method;the results of performance assessment are determined.On the basis of salary application,we increase employee promotion and employee training application;on the basis of performance feedback,the performance feedback time,employee appeal right and conversation communication are increased on the basis of the results of the evaluation.Really do the same job with different salary,work more and more,break the past "big pot" thought,so as to achieve the goal of improving the performance of enterprise work,strengthen the fighting strength and cohesion of the enterprise.This study can not only provide some reference for the optimization of the employees' performance management system in the grain storage system,but also can provide reference for the design of the staff performance management system of other state-owned grain enterprises,and it has some practical significance.