| Grassroots managers have a decisive role in the implementation of the company’s development strategy and tactics,affecting the development of the entire company.For power equipment companies,grassroots managers are the key management level for the company’s daily operations and corporate strategy.It is necessary to strengthen its performance appraisal research.The introduction of performance appraisal system into China is still very short,and it is still in the initial stage of development.Enterprises are not completely smooth in the process of applying performance appraisal system.Even many enterprises do not put performance appraisal in an important position in the process of development.In the process,it needs to be improved.This paper studies the development status of S power equipment enterprises and the application of performance appraisal system in its management process along the main idea of asking questions-analyzing problems-solving problems.It is found that S power equipment enterprises are using performance appraisal system.The inadequacies,analyze the reasons for its emergence and the impact on the company,and propose corresponding solutions to these shortcomings.The research content of this paper is divided into five parts.The first part is an introduction.The second part is related theory and method.The third part is the status quo and problem analysis of performance appraisal of grassroots management personnel in S power equipment enterprises.Mainly describes the basic situation of S power equipment enterprises,the status quo of performance evaluation of grassroots management personnel of S power equipment enterprises.The fourth part is the main problems and causes of the performance appraisal of grassroots managers in S power equipment enterprises.The fifth part is the improved design of the performance appraisal plan for the grassroots management personnel of S power equipment enterprises.Mainly to optimize objectives and principles,performance appraisal system and mechanism optimization,performance appraisal content optimization.The research shows that the main problems in the performance appraisal of grassroots managers of S Power Equipment Co.,Ltd.are the lack of performance matching plan,the recognition and participation of performance appraisal organization process is not high,and the performance appraisal content and index design are not scientific.The application of the evaluation results is not scientific.S power equipment enterprise grassroots management personnel score performance appraisal score classification is divided according to the proportion,company-level KPI accounted for 30% of the total score,department-level KPI accounted for 30% of the overall score,grassroots personnel themselves bring 40 % KPI ratio.By superimposing these three scores,you can get the employee’s final score.The KPI level is related to the employee’s score.Therefore,before the performance appraisal is implemented,the KPI of the company level,department level,and employee general level should be clearly defined. |
