Research On The Optimization Of The Performance Appraisal System For Grass-roots Employees Of X Power Supply Burea

The most important factor in developing the future is to ensure high quality and long-term development of state-owned companies.It is important that state-owned companies deepen their reform policy,which is the ability of competitors to operate.In the future,government-owned companies are one of the most important tasks to use the scientific and logical performance assessment system to promote the objective initiative of workers.As a central energy company,the electricity company is conducting research and innovation in performance management.However,because of many objective factors,there are many factors that affect the efficiency of performance management tools;the proper and efficient application of the individual performance management,can enable the application and promotion of business strategic objectives and improve the work.At the same time,performance management is an important tool to implement business strategies effectively.The company needs to split and implement strategic objectives in all performance management.Finally,workers must be in line with personal responsibility.On the application of all levels,each employee helps to take responsibility for achieving the strategic development goals of the company and increase the benefits of the company’s performance management.Taking X Power Demonstration Bureau as an example,this paper analyzes the new status and new requirements of X Power Demonstration after the reform of the national power system,and analyzes the current status and existing problems of X Power Demonstration.First of all,start with the important performance evaluation theory,understand the concept and process method of performance evaluation,and they can clearly explain the meaning of work and research.Secondly,through investigation and other forms,this paper analyzes the problems existing in the current working system of X Power Supply Station,and discusses the reasons for the problems in the system.Third,classify workers at the roof level,improve and improve the performance evaluation system at the roof level,balance the note card method and use powerful tools to analyze the level.So we can design a set of performance appraisal system that is more suitable for grass-roots employees.