| In recent years,the railway industry is speeding up the establishment of all-round performance appraisal and the optimization of performance appraisal for managers after the reform of the company system.In the meantime,the improvement of management performance appraisal is also concerned.The general managers of railway basic level stations and depots are the "nerve endings" of the railway management team.They undertake the most direct and specific management responsibilities in safety,transportation,service and operation.Optimizing and upgrading the performance appraisal of general managers of railway stations and depots can play a positive role in improving the overall management level of the railway industry.F railway freight station is the traditional old railway grass-roots stations and depots.The current performance appraisal system for general managers has almost failed,and it is difficult to meet the requirements of team building.In this paper,the performance of general managers in F station is defined as the individual’s performance process and effectiveness of the results in completing post tasks and implementing management requirements.From the aspects of ideological understanding,management mechanism,system design,salary structure,result application,etc.,this paper deeply analyzes the shortcomings and reasons of performance appraisal of general managers in F station at the present stage.This paper unifies the performance appraisal indexes of the research object into the framework composed of performance indexes,attitude indexes and ability indexes,and introduces KPI theory to decompose and refine the strategic target of F station into the performance appraisal index of general managers,so as to achieve the "win-win" effect of standardizing performance appraisal and promoting the high-quality development of F station.This paper uses the method of system research and classification research to develop a complete scheme to improve the performance appraisal of general managers in F station,clarify the method steps and key links,and take three different management positions such as shunting supervisor of safety department in F station as an example to show the design method of general managers’ performance appraisal scale.This paper expounds the application direction of the assessment results,focuses on how to strengthen the application in the wage distribution,and puts forward countermeasures for the difficulties in the initial implementation of the improvement scheme,so as to enhance the practicality of the research.It can provide reference for similar railway stations and depots to carry out the performance appraisal of general managers. |
