Research On Performance Appraisal Of Inspection Center Of B Electric Power Company

With the vigorous development of China’s market economy and the continuous deepening of marketization,the core competition among enterprises is constantly changing,from product to service to enterprise management.As a key link in enterprise management,performance appraisal can effectively improve the operating efficiency of enterprises,enhance the professional skills of employees,promote a virtuous circle of enterprises,stimulate enthusiasm for work,effectively enhance the efficiency in the application of human resources,improve the final output rate in the use of resources,and ensure high-quality use of resources.The B Electric Power Company Inspection Center is a provincial-level measurement and inspection unit established by the company to manage the life cycle of electric energy measuring instruments.However,in the long-term development,the company’s system management has encountered many deficiencies.For example,many employees’working concepts cannot adapt to their current work,the employees’ motivation to work is continuously weakened,and the company’s performance mechanism and reward mechanism are missing.These problems have caused the development of the B Electric Power Company Inspection Center to stagnate.As a result,the inspection center does not have an advantage in competition with other inspection organizations in the society,which has become an important problem that needs to be solved in the development of the center.Therefore,the inspection center of B Power Company needs to adjust its performance evaluation to adapt to the current development.In this paper,the inspection center of B Power Company is taken as the research object,and the background and significance of B Power Company and the inspection center are briefly summarized.Through questionnaire investigation and individual interviews,the existing problems in the company and their causes are deeply analyzed.The problems mainly include:first,the lack of systematic assessment indicators,the strong subjectivity of indicators,the poor pertinence of indicators,the incomplete dimensions of indicators,the unclear indicators,and the lack of emphasis on indicators.Second,there is a lack of communication in the assessment process.Third,the application of assessment results is limited,resulting in ineffective performance assessment and unable to attract staff attention.In this paper,the target management method,balanced scorecard method,key performance indicators assessment method,360-degree performance assessment method and other performance assessment methods are used to improve the above problems.Assessment indicators are set up from four dimensions of public benefits,public satisfaction,internal operation,learning and innovation.Departmental and employee-level indicators are formed by decomposing unit-level indicators step by step.Indicators are defined through data to avoid human factors.Index weights and scoring standards are scientifically set up to enhance communication in all aspects of the assessment process.Assessment results are reasonably applied to employee salaries,job promotions and learning and training.So as to enhance the staffs working enthusiasm,improve the company’s performance appraisal system,realize the improvement of the overall development efficiency,comprehensively strengthen the center’s external service ability,fundamentally enhance its own profitability,realize the unity of the development goals of all levels of B Power Company’s inspection center,and effectively enhance the company’s overall competitiveness and development power.