| Communication is the lifeblood of a country.In today’s social environment,communication guarantee is particularly important in all kinds of emergencies,natural disasters and major activities.The 14 th Five-Year Plan for the Development of the Information and Communication Industry,released by the Ministry of Industry and Information Technology in November 2021,points out that the 14 th Five-Year Plan period is a key period for building a cyber power and a digital China and promoting high-quality development of the information and communication industry.China Unicom is playing an important role by fully fulfilling its social responsibility and demonstrating its corporate responsibility.China Unicom started to implement mixedownership reform in August 2017,and its performance has improved to some extent through complementary advantages.However,as a grass-roots branch under the jurisdiction of S Province Unicom,X City Branch still has some problems in its operation and management after the mixed reform.Although the management system has been innovated,there is little change in the performance appraisal.The appraisal work cannot match the overall strategic objectives and actual working conditions of the current enterprise,resulting in the loss of stock users,the decline of market share and the low enthusiasm of employees.Therefore,it is urgent to optimize and study the performance appraisal system of X City Branch of China Unicom to ensure the healthy development of the enterprise.This paper takes X City Branch of China Unicom as the research object.Through questionnaire survey and field interviews with some managers and grassroots employees of X City Branch,it aims to find out the problems existing in its performance appraisal in the process of enterprise operation and management and analyze the causes.On the premise of the overall strategic objectives of China Unicom,it aims at the current situation of performance appraisal.Combined with the relevant theories of human resource management,the author analyzed the performance appraisal of X City Branch by using the relevant knowledge of performance and incentive,optimized the existing performance appraisal system.The optimization measures are proposed from six aspects: clarifying the company’s strategic objectives,ensuring the rationality of performance appraisal indicators,clarifying the responsibilities of the main body of performance appraisal,strengthening the publicity and training of performance appraisal,and paying attention to the feedback of performance appraisal results.The safeguard measures needed in the implementation of performance appraisal optimization program are discussed,and the optimized performance appraisal program can be effectively implemented through six aspects.Finally,it summarizes the main contents of the paper and points out the shortcomings and prospects of the research.Through a comprehensive analysis and systematic optimization of the performance appraisal of grass-roots staff in X City Branch of China Unicom,this paper aims to effectively improve the performance appraisal work of X City Branch of China Unicom,and significantly enhance employees’ sense of identification with performance appraisal,so as to promote personal performance improvement,stimulate work enthusiasm and create a good working atmosphere through the appraisal process and results.Ensure the increase of market share of X City branch,improve the operation and management ability of China Unicom in S province,and accelerate the realization of strategic goals of the whole China Unicom enterprise.The research of this paper has certain reference significance to the performance appraisal system optimization of the Unicom enterprises and Chinese communication enterprises. |
