Research On The Performance Appraisal System Of Professional Technicians In CETC 47

The competition for talents has attracted much attention in the fierce competition of international economic environment.Meanwhile,the status of human resource management has become more and more important as well.Performance appraisal,as an important way of human resource management,has been paid more and more attention.However,performance appraisal system in many enterprises and entities is just copycat,not suited to their own practical situation.There are many problems in the application process.CETC forty-seven also exist similar problems for professional and technical personnel performance appraisal,which unable to conduct scientific,effective,reasonable and normative assessment to professional and technical personnel.This will be detrimental to the development of forty-seven power stations in the long run.Therefore,a set of professional technical personnel performance appraisal system based on their own practical situation for CETC forty-seven is particularly important.This paper has conducted relevant study on performance evaluation system based on the actual situation of CETC forty-seven by taking professional and technical personnel as research object.Specifically,this paper mainly carried out following work:Firstly,understand the theoretical methods related to performance appraisal through document research.Secondly,on the basis of understanding the relevant theories,this paper analyzes the current performance appraisal methods of CETC forty-seven,finds out the existing problems,and analyzes the reasons for these problems.Finally,redesign existing performance appraisal methods and put forward corresponding measures to ensure its smooth implementation.Relevant conclusions based on my study are as follows:First,found out current performance evaluation methods have many shortcomings through questionnaire survey:firstly,the assessment lack of effective communication from both sides;secondly,performance evaluation target setting is not scientific;third,the performance appraisal cycle is unreasonable;finally,there is no feedback and application for assessment result.Specific analysis of the above problems found out that main reasons include:first,the examiner ignores the importance of effective communication;second,assessment is nothing but formality;third,assessment system needs improvement;fourth,the assessment results are not linked to incentives.Second,making redesign on the original performance appraisal system.First of all,confirm redesign principle and overall concept for professional and technical personnel performance evaluation system.Then,use key performance target approach to confirm performance target weight,improve performance evaluation method and process.Finally,conduct performance evaluation on professional and technical personnel.Third,the result of performance appraisal must get feedback and make full application,Only link up salary distribution,position adjustment and training with performance appraisal result can really improve the performance of electric forty-seven performance and the comprehensive quality of professional and technical personnel.Therefore,realize the real purpose of performance appraisal.Fourth,in order to ensure smooth implementation of new performance appraisal methods for professional and technical personnel,the following measures are recommended:first,performance appraisal organization must be established and make scientific labor division;secondly,the promotion and training of performance appraisal should be strengthened;finally,the performance appraisal supervision system should be established.Strict implementation of these measures can fundamentally ensure the smooth implementation of performance appraisal system.