The Research Of The Performance Appraisal For The Frontline Staff In L Power Supply Company

Performance appraisal plays an important role in modern enterprise management.Enterprises take it as a reference when they promote their employees,train their employees and determine their salaries.Combining with their strategic objectives and employees' behavior,they can give full play to the advantages of output quality and improve the efficiency of the use of human resources.Implementing performance appraisal can increase staff's work efficiency,strengthen staff's executive ability,and make enterprise's strategic objectives better realized.It can be seen that performance appraisal plays an important role in the operation of power enterprises.L power supply company belongs to the state-owned enterprise,and there are many problems in its management,such as low post performance,backward management concept,lack of incentive system and performance appraisal system,which greatly hinders the development of the enterprise.Therefore,it is necessary to continue to optimize the performance appraisal mechanism of L power supply company.The research sample of this paper is the performance appraisal of frontline employees of L power supply company.Based on the performance appraisal theory,through literature research,questionnaire survey and other research methods,we try to find the shortcomings in the design and implementation of the performance appraisal of the company's frontline staff.The power supply company optimizes employee performance appraisal and builds a long-term and perfect performance appraisal mechanism to provide certain theoretical reference and practical reference.According to the research,the first-line employees of L Company did not establish a correct performance appraisal concept,and the setting of performance appraisal indicators is not suitable for the current appraisal mode,which may result in a decline in the appraisal effect.In view of the above problems,this paper proposes to improve the performance appraisal mode of the first-line team members of L company from three aspects: improving the performance appraisal process,performance appraisal index system and performance appraisal results.For the performance appraisal process,establish a performance appraisal feedback mechanism;for the performance appraisal index mechanism,the performance appraisal model should be constructed for the firstline employee integral price mechanism;the performance appraisal results are widely applied to the employee's post promotion and talent evaluation.Finally,the safeguardmeasures are proposed according to the improvement plan of the first-line staff performance appraisal of L company.The research in this paper has certain reference and reference value for the research on the performance appraisal of first-line employees in other cities.