Xi'an Branch Of XQ Pipeline Company Front Line Staff Performance Appraisal Optimization

The rapid development of China's natural gas industry is inseparable from the support of natural gas pipeline network system.In the development process of pipeline company's operation and management,performance management has become an important tool to promote enterprise's operation and development.A good performance appraisal system can not only objectively evaluate the work achievements of enterprises,departments and employees,but also provide the basis for internal rewards and punishments of enterprises.It can also stimulate the enthusiasm of employees,play the role of value orientation,combine the personal needs of employees with the long-term strategic objectives of the enterprise,and promote the long-term development of employees and enterprises.This paper takes the performance appraisal of the front-line employees in Xi'an Branch of XQ pipeline company as the research object.Firstly,it analyzes the relevant theories of performance appraisal,and analyzes the previous research results from three aspects of performance appraisal process,indicators and methods,and takes PetroChina,Sinopec,CNOOC and Yanchang Petroleum as reference,analyzes the process,indicators and methods of performance appraisal For the theoretical basis and reference of this paper.Secondly,it analyzes the current situation of performance management of front-line employees in Xi'an Branch of XQ pipeline company,analyzes the current performance appraisal scheme from the aspects of performance appraisal process,indicators,methods,feedback and application,and analyzes and summarizes the problems existing in each link of performance appraisal by means of questionnaire.Thirdly,it designs the process of performance appraisal for the front-line staff of Xi'an Branch of XQ pipeline company.From two aspects of post group performance and post individual performance,aiming at the problems such as the non disclosure of assessment process and the lack of assessment feedback,the performance appraisal process of group and individual is redesigned respectively,and the appraisal appeal mechanism is established.Fourthly,the paper designs the index system of post group performance and post individual performance evaluation of front-line staff of Xi'an Branch of XQ pipeline company.Combined with the actual work situation of the front-line staff in Xi'an Branch of XQ pipeline company,the key performance index method is taken as the core,and the post group performance evaluation index and post individual index are redesigned.And use the questionnaire combined with analytic hierarchy process to give weight to each evaluation index.Get the evaluation index and the weight of each index.Fifthly,the paper redesigns the performance evaluation method of front-line employees in Xi'an Branch of XQ pipeline company,and redesigns the performance evaluation method by combining qualitative evaluation with quantitative evaluation.Sixth,to ensure the implementation of performance appraisal optimization scheme,measures are put forward to ensure the smooth implementation of performance appraisal.This paper puts forward corresponding safeguard measures from the aspects of improving the degree of attention,optimizing human resource management,improving internal control,strengthening skills training,and establishing rules and regulations,so as to ensure the effective implementation of the optimization of performance appraisal scheme.