Research On Improvement Of Performance Appraisal Of Front Line Employees Based On OKR

In recent years,international tobacco has continuously impacted the domestic market,and domestic tobacco marketing is limited by the rigid constraints of the national smoking ban.The tobacco industry is facing many difficulties and challenges,and the potential risks of industry development are constantly increasing,resulting in two specific needs.One is that the transformation of the economic environment forces the tobacco industry to enhance its internal driving force and achieve high-quality development.On the other hand,state-owned enterprises need to move closer to modern enterprise management models,Deepening institutional reform and implementing the performance appraisal system for all employees is imperative,becoming a key task in the reform of state-owned monopoly enterprises.In such an environment,the importance of human resource management has become increasingly prominent.As a key link,performance evaluation can play a crucial role in Y Company’s strategic goal of "efficient governance to a new level".As an important municipal tobacco marketing unit,Y Company’s frontline employees bear the important responsibilities of doing well in cigarette sales,market supervision,and logistics distribution.How to introduce modern corporate governance concepts,establish a scientific performance evaluation system,and eliminate problems such as overstaffing,inefficient development,and outdated management methods caused by a lack of competition all year round,while ensuring annual tax and profit tasks,and transforming extensive business models to achieve high-quality development,It is the primary task in front of Y Company and even the tobacco industry.This article takes the performance evaluation of frontline employees in Y company as the research object,and conducts a targeted questionnaire survey.Based on this,a deep analysis is conducted on the current situation of performance evaluation of frontline employees in Y company,summarizing the current problems,which are mainly manifested in four aspects.Firstly,the cognitive level of frontline employees’ performance appraisal work is relatively low.Secondly,the role of performance appraisal is not fully utilized.Thirdly,the incentive effect of performance appraisal is not obvious.Fourthly,the feedback of performance appraisal is not implemented effectively.Analyzing the reasons,it can be concluded that there are four restrictive factors in current performance appraisal:firstly,insufficient attention is paid to performance appraisal work;secondly,the performance appraisal process is not standardized enough;thirdly,it is constrained by the institutional factors of the tobacco industry,The fourth is the lack of a good corporate culture atmosphere.Based on this,this paper combines incentive theory,expectancy theory and other related theories,starting from the realization of Y Company’s strategic objectives,uses OKR performance appraisal methods to improve Y Company’s performance appraisal improvement plan in the following three aspects:first,the improvement of performance appraisal indicators and weights,second,the feedback of performance appraisal results,and finally,the application of performance appraisal results,hoping to provide management support for the realization of Y Company’s strategy and business objectives,Based on this,propose guarantee measures from organizational structure,institutional measures,corporate culture,and human resources to provide professional support for the smooth implementation of performance evaluation improvement measures.This article takes the performance evaluation of frontline employees in Y company as the research object,and proposes a specific plan for improving the performance evaluation of frontline employees in Y company.This not only enriches the theoretical research results of the performance management system of tobacco commercial enterprises,but also hopes to mobilize the work enthusiasm of frontline employees in Y company for efficient work and high-quality delivery through improvement measures,thereby improving the professional literacy of frontline employees in Y company and achieving Y company’s strategic goals,To achieve common development between enterprises and individuals.