The Impact Of The Points-based System On Employee Performance

The development and utilization of sustainable energy are gradually concerned by the international community in recent years due to the impact of rising oil price and global warming.New energy enterprises seize the opportunity to develop rapidly and widely.However,the development of enterprises by leaps and bounds has not been accompanied by a scientific and effective human resource management system.Instead,there are a series of problems such as applying the mature industry system mechanically,lacking human nature in performance management,unreasonable incentive mechanism,and insufficient satisfaction of employees’ self needs.It is extremely urgent to find a new path and create a system suitable for its own development.Under this background,this paper tentatively introduces the point system management for better research and discussion,taking the new energy production enterprise X as an example,and clarifies the impact on employee performance during implementation.It can be seen from the literature that,for the point system,foreign research is mostly limited to immigration,marketing and trade,and less involved in human resource management.Most of them are applicable to relatively mature industries including port,coal,tobacco and electric power in China.There are few studies on new energy production enterprises,and the research results available for reference are limited.As for employee performance,foreign countries started early and have achieved many research achievements.In the 21st century,domestic scholars have explored the definition,influencing factors and measurement dimensions of employee performance.However,much attention has been paid on organizational identity,organizational justice,leadership style,etc.The effect of the point system on employee performance is blankly studied,and empirical analysis and verification are relatively insufficient,which fails to provide theoretical and data support for new energy production enterprises.Therefore,this paper intends to further demonstrate the impact of the point system on employee performance by using the experience summary method and two empirical analysis methods:First,experience summary method,which is used to summarize the experience through the implementation of enterprise X’s point system management,gain an insight into the implementation effect and existing problems,and provide direction for later improvement and optimization.Second,take Enterprise X as the survey object,collect data through questionnaires,use the performance formula P=(s,m,o,e),take the satisfaction of the point system as the independent variable factor,take skill,motivation,and environment of employee performance as the dependent variable factors,and take age,length of service,job title,and work nature as the control variables.Alinear regression model is constructed through descriptive analysis,reliability,validity test,difference test,correlation analysis and regression analysis.Specify the specific role of the point system on employee performance.Third,with the annual performance of 399 employees of X Company from 2016 to 2019 as the data,the performance of the production technology department was selected as the experimental group,and that of the management department was selected as the reference group.With age,education and length of service as the control variables,a double difference model was constructed through descriptive analysis,correlation analysis,robustness test,etc.In order to reduce the impact of selection bias on the experimental results,PSM-DID was further used for robustness test so as to determine whether there are differences in the role of the point system on different types of personnel,and then draw the role of the point system on employee performance.It can be concluded from the analysis and summary of various methods that the point system has a certain positive effect on employee performance,which provides a certain idea and direction for the subsequent new energy production enterprises to build an effective performance management system.