Research On Improvement Of Employee Performance Management System In Shen Hua Inner Mongolia Guo Hua Power Generation Co.,LTD

As one of the important contents of modern human resource management,employee management is an effective tool for enterprises to obtain industry competitive advantages in the fierce market competition.Facing the new normal of China’s economic development,the supply-side reform has become the trend of economic development,and the pressure of energy-based enterprises is increasing.For the use of performance management methods to continuously improve management efficiency and reduce management costs,the construction is based on the actual situation of the enterprise and formulates reasonable The performance a ppraisal system used to enhance the competitiveness of enterprises in the industry has become one of the management issues that the management focuses on.This article takes the employee performance of Shenhua Inner Mongolia Guohua Power Generation Co.,Ltd.as the research object,accumulates the theoretical knowledge accumulated in the management knowledge learned,especially performance management,uses the key performance indicator(KPI)analysis method,and takes domestic and foreign performance manage ment results as Based on theoretical analysis,through interviews and field investigations,comprehensively analyze and evaluate the status of the performance evaluation system of the department and department employees,pointing out that the employee perf ormance evaluation system is not fully integrated with the company’s strategic development,the incentive effect of the performance evaluation results is not strong,and the design of the evaluation index system is not Problems such as comprehensiveness an d insufficient performance evaluation process.The reasons for the problems in the analysis include the lack of scientific performance evaluation index setting,the low awareness of employees on performance evaluation,and the lack of deep promotion of performance theory knowledge.Based on the actual situation of the company’s departmental organization and employee position setting,the key performance indicator analysis method is adopted to improve the existing employee performance evaluation system,increase the number of evaluation indicators,clarify the evaluation criteria,and formulate targeted problems in the evaluation process Solution,optimize and improve the performance appraisal plan of company departments and department employees.The company’s employee performance appraisal system includes clear performance appraisal departments and responsibilities,performance appraisal index standards and methods,performance appraisal procedures,and the application of performance appraisal results.The sp ecific implementation of the employee performance appraisal system includes the steps of formulating the company’s business management plan,promotion of all employees,daily operation tracking and feedback,and dynamic adjustment.The implementation of em ployee performance appraisal system needs to be supported by management advocacy and support,organization and team building,professional support of human resources management,perfect supporting systems,and performance culture.The improvement and implementation of the employee performance appraisal system described in this article will give a more fair and impartial assessment of the actual performance of the department and department employees,provide an important reference for the company’s human res ources management,promote organizational performance,and give full play to the performance assessment in "Manage employees,improve performance,and promote productivity",and to a certain extent support the company’s strategic goals.