Research On Improvement Countermeasures Of Grass-roots Staff’s Performance Management In E Drilling Company

As a powerful driving force for our economic development,petroleum enterprises play an irreplaceable role in national economic growth,social development and national defense security.As the basic power industry of global industrial development,the pressure of petroleum industry is increasing.In 2020,the Commission for Deepening Reform of the CPC Central Committee reviewed and approved the Three-year Action Plan for the Reform of State-owned Enterprises(2020-2022).China’s petroleum enterprises went all out to promote the modernization of corporate governance system and governance capacity,and continuously promoted the action tasks of state-owned enterprise reform.As a state-owned oil enterprise,E Drilling Company’s key link to establish its core competitive advantage also lies in the grass-roots staff performance management system.Whether state-owned enterprises can break the existing single rigid grass-roots staff assessment system is very important to improve the overall production efficiency of state-owned enterprises and promote the healthy and dynamic development of state-owned enterprises.This paper takes the performance management system of grassroots employees of E Drilling Company of petroleum enterprise as the research object,combines with the background of reform actions of state-owned enterprises,aims to optimize the performance management of enterprises,enhance the enthusiasm of grassroots employees,enhance the adaptability and competitiveness of enterprises,and provide guarantee for enterprises to meet the challenges.On the basis of summarizing the relevant literature at home and abroad,this paper expounds the research methods,research ideas and the main content of the research,and carries out the following research under the guidance of scientific theories.Firstly,the general situation and performance management system of E drilling company are introduced,and it is found that the performance management scheme focuses more on the performance appraisal of employees and ignores the performance plan in the performance appraisal.Secondly,through questionnaires and interviews,the existing performance management schemes are investigated,and the existing problems in performance management are found,such as the lack of clarity in performance planning,unreasonable performance evaluation indicators,ineffective feedback mechanism and narrow performance application scope.This is due to the management’s low attention to performance management,the unreasonable design of performance index system,the lack of communication and feedback mechanism in the process of performance management,the improvement of performance communication and feedback,the setting of performance feedback channels,and the expansion of the application scope of performance appraisal results,so as to stimulate the enthusiasm of grass-roots employees,improve the level of enterprise performance management,and ensure the smooth implementation of performance management programs.The research results also provide reference for similar enterprises to improve the performance management level of grassroots employees in the post-epidemic era.