A Study On Improvement Of Employee Performance Appraisal Of X District Power Supply Bureau

With the deepening of the reform of state-owned enterprises in China,the state-owned electric power enterprises of "two networks plus five major" have completed profound changes in corporate governance from the end of 2017 to the beginning of 2018,and have transited from ownership by the whole people to solely state-owned company system,laying a foundation for further improving the market-oriented mechanism of electric power.The change of corporate governance means that the human resource management system including performance management should be adjusted accordingly.But at present,the incentive mechanism for internal employees in power enterprises is still in the form,especially the grass-roots power supply bureau,which is the main business bearing department,generally lacks an effective,flexible and controllable staff performance appraisal scheme that meets the requirements of the company's change and development.How to optimize and improve the performance appraisal scheme of grass-roots power supply bureau employees within the framework of the existing employee performance appraisal system is the main problem that needs to be studied at present.This paper takes X district power supply bureau,a district and county power grid enterprise under Guangdong Power Grid Company,as the research object.Firstly,it consults the relevant literature of performance appraisal at home and abroad.Based on the theory of performance management,it combs the current situation of performance appraisal of X District Power Supply Bureau employees.Secondly,through questionnaires and on-site interviews and other research methods,this paper analyses five common questions of the current employee performance appraisal scheme: the serious disconnection between the content of performance appraisal and the actual situation,too many subjects of annual performance appraisal lead to difficult implementation of assessment responsibilities,lack of communication and feedback throughout the performance appraisal process,low recognition of the value of performance results by employees,and insufficient publicity and training.Questions,as well as 12 personality problems belonging to different assessment levels,and one by one cause analysis.Thirdly,in view of the problems existing in the performance appraisal of X district power supply bureau,according to the performance appraisal management process,the enterprise strategy is decomposed into specific appraisal objectives by using the Balanced Scorecard method,focusing on the appraisal content determination link,performance data collation and analysis link,the appraisal process control link,the communication and feedback link between the two sides of the appraisal,and the application link of the appraisal results,and proposing the inclusion of appraisal.Performance index system design,subject change,assessment implementation process and application of assessment results and other contents of the staff performance appraisal improvement program.Finally,this paper puts forwardsafeguard measures from the aspects of ideology,training,feedback and promotion to ensure the smooth implementation of the improvement scheme of X District Power Supply Bureau staff performance appraisal.The improvement scheme proposed in this paper about the aspects of performance index system,assessment subject,performance assessment process,performance assessment supervision and feedback,and application of assessment results,can not only promote the scientific and refined performance management of grass-roots power supply bureaus,but also help to promote the transformation of governance mode of power supply enterprises.