Research On Optimization Of Functional Department Performance Appraisal System Of JZ Power Supply Company

In order to make the traditional state-owned enterprises adapt to the modern market competition and eradicate the disadvantages of the old state-owned enterprises,the state vigorously promotes the reform of state-owned enterprises and the reform of the electric power system,forcing the electric power enterprises to enter the incentive market competition.With the break of the monopoly position,the long-term hidden problems of enterprises are gradually exposed,among which,the problem of "people" bear the brunt.In the aspect of human resource management,the contradiction between the traditional way of performance appraisal and the modern idea of enterprise management is a prominent problem.Performance appraisal is an important means in modern enterprise management,is a yardstick of the work efficiency of enterprise employees,is the most powerful tool to measure and promote the work efficiency of each internal organization of the company and its employees.The establishment of a perfect performance appraisal system in the enterprise is helpful to fully mobilize the work enthusiasm of each internal organization and employees.Help to promote the common development of enterprises and employees,help to realize the quality and efficiency of enterprises.The prefecture-level power supply company is composed of the functional department of the headquarters and several subordinate units.The functional department is the department that carries out the management function in the enterprise,and the working quality and efficiency of the functional department are crucial to the development of the enterprise.Therefore,this paper takes JZ power Supply Company’s performance appraisal system of functional departments and employees as the research object.Through consulting relevant documents and rules and regulations of the company,and conducting in-depth research on the research object in the form of questionnaire survey and field interview,this paper explores problems existing in the current performance appraisal system of functional departments of prefecty-level power supply company.It summarizes four main problems existing in the performance appraisal system of functional departments: lack of fairness in performance appraisal,unreasonable setting of assessment indicators,unreasonable post assessment methods,and lack of incentive in performance results.It also makes a deep analysis of the problems found in the research and concludes that the main reasons for the problems are as follows: The degree of employee participation in performance appraisal is not high,the understanding of key performance indicators is not comprehensive,the lack of communication and effective feedback in appraisal.Based on the mature tools of enterprise performance appraisal,this paper puts forward suggestions for improving and optimizing the performance appraisal system of functional departments of power supply company,and optimizes the performance appraisal system of functional departments from four aspects: department performance indicator system,employee performance appraisal system,performance appraisal appeal link and performance result application scheme.First,the department’s performance indicator system is optimized based on the theory of key performance indicators,which breaks the traditional simple and rough evaluation method of directly using the provincial company’s assessment indicators,redefines the indicator associated units and the degree of influence,and forms a widely recognized and practical department performance indicator system.The second is to establish an employee performance evaluation system combining objective management method and 360-degree evaluation,break the traditional practice of performance managers directly evaluating employees’ performance and performance levels,and introduce a 360-degree evaluation system to make a comprehensive evaluation of employees’ performance based on the characteristics of employees in functional departments directly communicating with superior and subordinate units and communicating frequently with peer departments.Improve employee satisfaction.Third,optimize the feedback and appeal of performance evaluation.Clarify specific requirements such as the place of performance disclosure,the form and place of performance interview,and further standardize the performance feedback process.Sort out and formulate the performance appeal process,clarify the organization and individual performance appeal acceptance unit and time limit.The fourth is to optimize the design of the performance results application scheme,from the performance pay,salary adjustment,advanced selection,training implementation of four aspects have made detailed provisions.In this way,employees can truly feel the impact of performance appraisal on themselves and stimulate their work vitality and enthusiasm.