Research On The Staff’s Performance Management System Improving Of Petro China Western Pipeline Company

The establishment of a scientific and complete staff performance management system is conducive to improving the quality of human resources team,helping the western pipeline company to improve its management level and achieving its development goals.This paper studies the improvement of employee performance management system of Petro China western pipeline company.First of all,the paper analyzes the basic situation of the western pipeline company and the status quo of the employee performance management system.On this basis,it summarizes the problems existing in the employee performance management system of the western pipeline company by means of questionnaire survey.These problems include: there is no effective performance plan,the performance appraisal index system is not perfect,the performance evaluation has defects,the lack of performance counseling and communication,the lack of effective performance feedback and improvement,and the use of performance evaluation results is not enough.Secondly,the paper puts forward the strategy of improving the performance management system of the western pipeline company.The general idea of improving the performance management system of the western pipeline company is: from the perspective of the performance management process,solve the problems existing in each link of the current performance management,and improve the performance management system.It is necessary to make a scientific performance plan,clarify the requirements and contents of the performance plan,and formulate the performance plan according to the scientific process.In order to build a scientific performance evaluation index system,we should adhere to the smart principle and use the key performance index method to reconstruct the index.To improve the performance appraisal and evaluation,we should adhere to the scientific principle,comprehensively collect the information of performance appraisal,select a reasonable evaluation cycle,clarify the subject and responsibility of performance appraisal,and establish a performance appraisal appeal mechanism.We should adhere to the performance guidance and communication,use appropriate counseling strategies,grasp the key counseling skills,choose effective counseling channels,and grasp the key points of counseling communication.We should do a good job in performance feedback and improvement,make clear the content of performance feedback,choose appropriate feedback methods,and put forward effective improvement strategies.We should pay attention to the use of performance appraisal results,adjust salary distribution according to the evaluation results,improve personnel deployment,improve staff training,and guide staff career development.Finally,the paper puts forward the safeguard measures for the improvement of the performance management system of the western pipeline company,mainly including: abiding by the requirements of labor laws,carrying out performance management training,improving the company’s incentive mechanism,and building a high-performance corporate culture.The research of this paper is helpful to improve the performance management of the western pipeline company,and improve the human resource management and the overall management level of the company.The paper also hopes to expand the research ideas of employee performance management in China’s state-owned super large enterprises,broaden the scope of human resource management research in pipeline companies under the background of the new era,and enrich the means of human resource management in labor-intensive enterprises under the complex situation of increasing various risks and challenges.