Research On Optimization Of Performance Appraisal System For Grassroots Employees Of ZF Natural Gas Company In Linyi City

In recent years,energy structure adjustment and environmental pollution control have become hot topics.The state recently released the "thirteen five" national strategic emerging industry planning "and" accelerate the use of natural gas advice ",which clearly pointed out that we must increase the proportion of gas energy structure,and encourage more market players to enter the gas industry,The competition between state-owned natural gas companies and private natural gas companies becomes more intensify.For small and medium-sized private natural gas companies,they are basically in the gas downstream market.They mainly use gas distribution as their main business,with basic operations staff,weak management and insufficient funds,which do not have obvious advantages.It is imperative to reduce costs and increase efficiency and improve performance.However,most of the small and medium-sized private natural gas companies have adopted extensive management and meticulous management is not in place,especially in the performance evaluation of grassroots employees.The current performance appraisal system only pays attention to the application of “spots” and does not form a benign performance management cycle,which is insufficient to support the realization of the business objectives.This paper chooses Linyi ZF Natural Gas Company as the typical case to discuss the optimization and improvement of the performance evaluation system for basic employees of small and medium private gas companies.This paper mainly uses questionnaire surveys,on-site interviews,and data access methods to investigate the operational status of ZF natural gas companies,and specifically designs performance assessment improvement programs: In the performance indicator development process,the fish-bone diagram decomposition method was used to break down the work goals step by step,determine key performance indicators of CNG gasifiers,and realize the linkage between individual performance indicators and key business indicators.In the evaluation phase of performance indicators,the measurement standards were determined based on the CNG refill job description.Weight factor judgment table method were assigned evaluation weight,which changed the inconsistency in the evaluation criteria of past order arrangements;In the feedback stage of performance results,clearing the feedback principles and processes which routine and normalize performance feedback work.In the performance results application phase,which fully considerate the combination of material and non-material incentives,design the pay adjustment matrix and use the Speed Dial talent training.In the aspect of mechanism guarantee,starting from the aspects of organizational structure,corporate culture,and information systems,all links are organically combined to build a virtuous cycle of performance appraisal system for grassroots employees.The results of Linyi ZF Natural Gas Company Grassroots Staff Performance Appraisal System Improvement Plan,which can provide reference for business decision-making.