The Research On Performance Management Of Ground Service Staff Of Chinese Airlines

Performance management is a critical component in human resource management.Starting from the original plan formulation,through step-by-step patient counseling,top-down implementation,planned and staged assessment and evaluation,and informal feedback with face-to-face interviews,a scientific and effective goal improvement was finally achieved,thus forming a closed-loop management system.Effective performance management,guided by the principles of objectivity,fairness,justice,openness and standardization can promote the unity of all employees.Employee development and performance improvements,as well as organization objectives all can benefit from that.Meanwhile,it can promote the reasonable distribution of personal interests,form a good working atmosphere,encourage and promote employees,and improve work efficiency and output.This paper uses airline ground personnel as the research object,discovers the current performance management problems,and discusses about the methods to optimize management performance and employee work efficiency.With the development of the air transport industry,the competition among airlines is becoming increasingly fierce.In the airline,ground service staff is one of the groups who have the most frequent contact with passengers,the longest service time and the largest staff team,the presentation of their daily work is closely related to the core aspects of the company’s operational efficiency,safety production,satisfaction ratings,and benefit output.Therefore,effective human resource management methods can not only strengthen the awareness of employee norms within the enterprise,and effectively avoid the occurrence of air disasters and management disasters which caused by ground work,but also improve the enterprise efficiency.Then it can promote the development of airlines or even lead the industry,finally work together towards a world-class air transport company.This research uses G Airline as a research object,uses questionnaires to analyze the distribution of personnel and the status of performance management.It is found that in performance management,there are delays in concept transmission,unclear goal setting,lack of accuracy in evaluation,small incentive mechanism and other issues.At the same time,using the DEA model,analyze the human capital efficiency of each position from the perspective of the input of personnel,rewards,etc.And the output of excellent employees,production services,etc.Then sort out the input redundancy of human capital and output inefficiency of imperfect systems.The phenomenon of that further demonstrates the need to dynamically pay attention to the level of performance management and continue to adjust and optimize each link of performance management.Combining the factors of the new coronavirus epidemic,in order to respond to the normalize epidemic management,G Airline needs to continue to integrate internal resources,adjust the proportion of human resources input in different positions,and strengthen the level of resource allocation such as various management systems,talent training,and innovation mechanisms.To achieve the goal of optimizing performance management,and to provide other companies with referable performance management optimization methods.