C Power Supply Company Staff Performance Appraisal System Optimization Research

With the continuous deepening of the reform of the power system and the continuous changes in the external environment of power supply companies,new problems and challenges have been raised for internal management and operation.Comprehensive strength has become a top priority.Performance assessment,as an important management tool for modern enterprises,plays an irreplaceable role in implementing the company's strategic goals and ensuring the company's sustainable and healthy development.Implementing employee performance appraisal is not only an inherent need for the development of power supply companies,but also an effective way to improve its lean management level and improve employee efficiency.Employee performance evaluation is a relatively complicated task,covering a large number of employees at different positions and levels.There are differences in the evaluation methods and indicators.It needs to be carefully designed and continuously optimized in practice to fully play its role.Based on the research background of domestic and foreign employees' performance appraisal theory,this thesis expounds the related theories of employee performance appraisal in combination with reading a large amount of literature and personal understanding,and takes C Power Company as an example to conduct an in-depth analysis of the current status of employee performance appraisal and find out Existing merits and problems to be solved urgently,and elaborate on the specific content of the employee performance assessment optimization plan.This article includes the following six parts:The first part elaborates the research background and significance of this article,summarizes and reviews the current status of research on employee performance assessment at home and abroad,describes the relevant theoretical content of employee performance assessment,and the research content,methods and innovative ideas of this article.The second part introduces the general situation of C Power Supply Company,and explains the current situation of performance evaluation of its employees based on interviews.In the third part,according to the current situation of the perfomance evaluation of C Power Company employees,an in-depth analysis is conducted to summarize its merits,and point out the problems and the need for optimization.The fourth part,according to the existing problems of the performance evaluation of C power company employees,puts forward corresponding solutions,and elaborates the specific content and key steps of the optimization plan.The fifth part puts forward the attention issues and guarantee measures to ensure the effective application of the performance evaluation optimization plan of C Power Supply Company employees,including attention to the dynamic and closed-loop management of performance evaluation,as well as the improvement of communication and feedback,the results appeal mechanism,the establishment of a performance culture atmosphere,and the establishment of employees Performance assessment information platform,etc.The sixth part summarizes the content of this article and draws research inspiration.This paper uses the literature research method,inductive research method,case analysis method and other methods to study,and proposes corresponding solutions to the existing problems in the performance evaluation of C Power Company employees.The innovations of this paper are mainly as follows:First,the research perspective is new.The researches on performance appraisal at home and abroad mostly focus on the company level,and there are not many case studies on employee-level performance appraisal.This article takes the performance appraisal of C Power Company employees as the research object,and designs an optimization plan for its existing problems to improve its work.It provides a reference for enhancing efficiency and enhancing strategic execution,and also provides a reference for other power companies in the industry.Second,there are new ideas in the establishment of indicators,the use of results and safeguard measures.With regard to the establishment of indicators,this article takes into account the different nature of the work of C Power Company employees.It has set up different evaluation cycles for various types of employees,and uses a refined performance point system to determine performance evaluation indicators for front-line employees.This evaluation is more fair.Rationality;In terms of application of results,the introduction of demand category theory is used to implement performance incentives at multiple levels to meet the real needs of different employees;in terms of safeguards,in order to ensure the smooth implementation of the optimization plan,multiple safeguards such as communication and feedback,and results appeals have been set up To ensure the smooth progress of the assessment and continuous improvement.