Analysis On The Performance Appraisal Mechanism Of The Line Employees

In this thesis,it focuses on the status of performance appraisal management in the front-line business department of state-owned enterprise and the performance appraisal mechanism of staffs in front-line.The thesis has analysis and research on the performance appraisal mechanism in the command room of C Airline.Starting from the practical problem during the implementation of this department,it aims to explores its typical problems and factors by means of the detailed discussion on practical case,so that it can find related solutions to stimulate the working enthusiasm and responsibility of staffs in front-line,promote the command room to improve the internal administrative management,and enhance the ability of C Airline for business operation guarantee.At the same time,it also provides some references and experience for the business department in state-owned enterprise with the same problems in administration,and also explores the method for the reform of administrative management in state-owned enterprise.First of all,it briefly introduces the related situation in the command room of C Airline,by means of questionnaire method,it can collect the opinions of staffs there on the current performance appraisal mechanism,so that it can further analyze the problems and reasons,and then,according to the actual situation in this department,it can puts forward feasible measures and key points for subsequent implementation.Above all,in this thesis,the result shows that there are six typical problems for the performance appraisal mechanism for front-line staffs in state-owned enterprise,which are that the design of performance appraisal mechanism is unsuitable to the practical situation of every department,the performance appraisal on the front-line staffs is a mere formality,the setting of performance appraisal index is unscientific,there is none of effective archive for personal performance history,the value cognition on performance appraisal mechanism is different,and there is deficiency on the information exchange of performance appraisal mechanism.While the main reasons on these problems are the lacking of enough professional support acquired by the command room,equal distribution for performance reward,organizational structure and work characteristics of command room,separating performance appraisal index from the work in front-line,and insufficient recognition and attention on the performance appraisal mechanism by department.Therefore,it should be clear about the current practical resource,and find the final improvement project,for instance,disassemble establishment of performance appraisal index,multidimensional establishment for performance appraisal,complete selection of the object for performance appraisal,ensuring the distinction of performance award,and completing the record on performance appraisal.Finally,it discusses the critical point for the implementation of new mechanism,enhance the recognition of staffs on performance appraisal mechanism,strengthen the communication about performance appraisal in the department,address the distribution of performance award,punishment on the staffs with poor performance,and reasonable adjustment on the result of performance appraisal.