Research On The Performance Management Of The First-line Production Personnel In The Hot-processing Workshop Of A Special Steel Company

For a long time,because of the large base of labor force in our country,most of the production-oriented enterprises often focus on how to retain core employees and how to develop effective incentives for core employees,to the first-line production personnel’s performance management work attention degree is insufficient.The first-line production personnel is the foundation of the sustainable development of the manufacturing enterprises,and the high turnover rate will have a negative impact on the long-term development of the manufacturing enterprises.How to establish a sound performance management system,through effective incentives,constraints and supervision means to retain the manufacturing enterprise front-line staff,promote the growth of staff,maintain the competitiveness of enterprises,it is an important task for manufacturing enterprises.In this thesis,a special steel plant hot-line production staff as the research object,under the guidance of performance management theory,through investigation and analysis,it is found that there are still some problems in the performance management of the front-line production personnel in the hot-heating workshop of a special steel company,respectively,the index weight of performance evaluation is not clear,the lack of communication and feedback in the process of performance management,performance evaluation results narrow scope of application.In view of the problems existing in the performance management of the front-line production personnel in the hot-heating workshop of a special steel company,this thesis puts forward the optimization scheme: first,using the KPI performance indicator,the second is to establish a performance communication and feedback mechanism,and the third is to establish a performance communication and feedback mechanism.The third is to establish a performance communication and feedback mechanism,through effective performance communication and feedback to continuously improve the staff’s work ability and efficiency,and promote the staff’s performance level to constantly improve,so as to achieve the strategic objectives of the Enterprise;Third,make full use of the results of the performance appraisal in the aspects of salary grade adjustment,skill training and post adjustment,so as to play the full role of the results of the performance appraisal,in order to ensure the smooth implementation of the performance management optimization program,this thesis from the institutional level,cultural level and other aspects of the protection measures.The research in this thesis can enrich the theoretical research results of the performance management of the first-line employees in manufacturing enterprises to a certain extent,and also provide reference for other manufacturing enterprises to carry out the optimization of performance management system.