Research On Optimization Of Performance Appraisal Program For Frontline Employees In Factory

Human resources are an important source for enterprises to obtain competitive advantages and achieve sustainable development.Front-line employees are an important human resource for traditional processing and manufacturing enterprises.However,with the transformation of Chinese social and demographic structure,the demographic dividend has gradually disappeared,and it has become more difficult for traditional processing and manufacturing industries to attract and retain front-line employees.Adopting scientific and reasonable performance appraisal for front-line employees can improve the work enthusiasm of front-line employees,improve the performance of front-line employees,and then improve the efficiency of the enterprise and increase the income and stability of front-line employees.This paper takes the performance appraisal of front-line employees of J factory as the research object,and uses literature research method,statistical analysis method and interview method to study the assessment indicators,assessment process,assessment results and application of results of the current front-line employee performance assessment plan of J factory.The current front-line employee performance appraisal of the factory exists some problems,such as unreasonable setting of departmental performance appraisal indicators,inaccurate calculation range of departmental performance output,retention of departmental performance bonuses destroying employees’ work enthusiasm,unscientific secondary distribution of performance bonuses,and inadequate communication and feedback on performance appraisals and so on.In view of the above problems,this paper makes corresponding optimization designs for the performance appraisal process,departmental performance appraisal,employee performance appraisal and performance communication feedback of the current performance appraisal scheme of J Factory.At the same time,in order for the optimized performance appraisal scheme to be implemented smoothly and truly play a role,this paper proposes safeguard measures for the implementation of the scheme from three aspects: setting up a performance appraisal team,building a corporate performance appraisal culture and establishing a three-level training system for corporate performance appraisal.The research conclusions of this paper are conducive to improving the scientific rationality of the performance appraisal of front-line employees,stimulating front-line employees’ enthusiasm for work,improving their work skills,and then strengthening the competitiveness of enterprises and promoting sustainable development of enterprises.The research conclusions of this paper also provide certain application support for the performance appraisal design of front-line personnel in manufacturing production and operation.