Research On Optimization Of Performance Appraisal Of Front-Line Employees Of K Railway Group Co.,Ltd.

At present,China’s railway enterprises often inspect employees’ working ability,performance and contribution to the unit according to the implementation results of employees’ performance appraisal.The performance appraisal system is also an effective method for railway enterprises to carry out human resource management.Taking the performance appraisal system of front-line employees at XX station of K Railway Bureau Group Co.,Ltd.as the research object,this paper monitors and analyzes the performance appraisal system from the aspects of appraisal index setting,coefficient distribution,result application and incentive appraisal,and finds out the main problems existing in the performance appraisal system and analyzes the causes of the problems in combination with the analysis of questionnaire survey and interview of employees at the station,And explore the introduction of 360 degree performance appraisal method to optimize the performance appraisal system of front-line employees at XX station of K Railway Bureau Group Co.,Ltd.At present,the performance appraisal system of front-line employees at XX station of K Railway Bureau Group Co.,Ltd.mainly has some problems,such as unscientific performance appraisal indicators,unreasonable performance appraisal cycle,formalization of appraisal,lack of communication and feedback in the process,emphasizing appraisal results,neglecting "humanized" management,poor feedback of appraisal results,lack of reward and punishment mechanism,etc.The reasons include that front-line employees do not have a good understanding of performance appraisal,managers do not pay attention to the way of performance appraisal,the item setting of performance appraisal is not in line with the actual situation of the post,the lack of communication between the appraiser and the appraisee,and the supervision of the publicity of the implementation process and results of performance appraisal.Therefore,this paper puts forward the introduction of 360 degree performance appraisal method into the performance appraisal system of front-line employees of the group company,makes a beneficial exploration for relevant theoretical research,discusses its influencing factors and expected implementation,and designs performance appraisal forms according to the post responsibilities of passenger duty officers and passengers,so as to provide reference for the development of the group company.