Research And Analysis On Performance Appraisal System Of First-line Staff In S Station Of Shenyang Railway Bureau

As the main artery of "national economic development",railway has made great contribution to the development of local economy in China.However,in terms of internal management,some railway related units have failed to keep pace with the times,and still use the backward management mode in the aspect of performance management.The lack of modern management concept leads to the low efficiency of employees in the enterprise,which reduces the market competitiveness of the railway.Therefore,how to combine the scientific performance appraisal theory with the operation mode of each basic railway station and depot,so as to explore a set of scientific and reasonable performance appraisal system suitable for itself,has become an important task for the continuous development of the railway in the fierce market competition.This paper focuses on the performance appraisal of s station in Shenyang Railway Bureau.Through the field visit and investigation of s station of Shenyang Railway Administration,we can find that there are some obvious problems in the existing performance appraisal system of the station.For example,the evaluation program "attaches importance to the results of performance,ignoring the efficiency process";The assessment content is single and the assessment method is simple;In the process of assessment,the lack of constraints on the assessors leads to the decrease of the credibility of the assessment results;The evaluation index is not comprehensive.In view of the existing problems,combined with the scientific concept of performance appraisal,a new set of performance appraisal system is designed.In the design process,this paper mainly uses the methods of literature review,questionnaire survey and field survey to analyze and get the measurement index that can effectively reflect the performance evaluation of the front-line staff of the station,so as to increase the scientificity and effectiveness of the performance evaluation system.In this paper,the work performance,work attitude and work ability are extracted as the main assessment indicators,and the modern performance management theory is used to decompose the specific indicators in the improved performance appraisal system,and then the AHP is used to determine the weight of the performance appraisal indicators,and finally a set of scientific and reasonable performance appraisal system is obtained.At the same time,we should make use of the results of performance appraisal to make it play a decisive role in the promotion,transfer,reward,salary and termination of the staff,and ensure that the improved performance appraisal system can be effectively implemented.