Performance management is an important way of performance management. Through performance management, we can stimulate the vitality of enterprises and improve their comprehensive competitiveness. Performance management can further optimize the management system of the enterprise and stimulate the potential of employees, which is of great significance to the sustainable development of the whole enterprise, so it is of great significance to build a good performance management system. For a long time, railway transportation enterprises have a good performance appraisal system, but there are still many problems in their performance management system. We must attach great importance to it and strive to improve the performance of railway transportation enterprises. The following is a concrete analysis of the author's own work experience in railway transportation enterprises.

Keywords: railway transport enterprises; Performance management; Problems; Measurement analysis

Performance management is to make employees strive to achieve the performance goals of enterprises through certain institutional constraints. In other words, as long as employees' behavior is aimed at improving enterprise performance, it belongs to the category of performance management, and employees' potential can be better stimulated through performance management. For any enterprise, only by doing a good job in performance management can we better achieve the management objectives of the enterprise and stimulate the work potential of every employee, which is of great significance to the development of the whole enterprise. Therefore, it is necessary to study the existing problems, and it is also true for railway transportation enterprises. Only by studying the existing problems and proposing solutions can we better improve the efficiency of railway transportation enterprises. The following is the author's specific analysis.

1 Research on Performance Management of Railway Transportation Enterprises

1. 1 Lack of awareness of performance management.

For railway transport enterprises, managers and employees do not systematically realize the role of performance management, often pay too much attention to performance appraisal and ignore performance management, and even mistakenly regard performance appraisal as performance management, which is a wrong view. Because managers of railway transport enterprises pay too much attention to employees' past achievements and ignore their future potential, it is not conducive to their future development. In addition, due to the lack of reasonable planning, communication links are not in place, resulting in inaccurate performance appraisal results. Many times performance appraisal is also formalism, not to mention performance management. Due to the lack of awareness of performance management, the performance management of railway transportation enterprises is relatively backward.

1.2 Performance management did not play its incentive role.

In the process of operation and management of railway transportation enterprises, most people regard performance management as a way of restraint, which regulates the daily behavior of employees and ignores its incentive function. In this way, due to more punishment and less reward, and too much emphasis on assessment, the whole performance management has not played a role, and it is difficult to improve the efficiency of railway transportation enterprises. In the long run, employees will have resistance to the performance management of enterprises, which is not conducive to the development of enterprises.

1.3 The communication feedback mechanism is unreasonable.

In the actual performance management process, the role of counseling communication mechanism is ignored, and performance communication is limited to paper form, so it is difficult for employees to realize whether their behavior meets the company's development expectations and fails to achieve good communication results. If the relevant "three-sided" system is implemented face to face, we can communicate face to face, understand the actual thoughts of employees, make employees aware of the consequences of some wrong behaviors, do a good job of correction and do a good job of employee education.

1.4 did not do a good job in performance management knowledge training.

Different from other enterprises, the performance management of railway transport enterprises is more complicated, which will affect the development strategy of railway transport enterprises and then judge the behavior of employees. However, due to the lack of training and the unreasonable knowledge system of enterprises, many cadres have no correct attitude, which is not conducive to the development of railway transportation enterprises.

2. Analysis of measures to strengthen and improve the performance management of railway transport enterprises

As mentioned above, there are many problems in the performance management of railway transport enterprises, which greatly hinder the future development of railway transport enterprises and must be highly valued by us. The following is the author's analysis of the measures based on his own work experience.

2. 1 Form a scientific concept of performance management

For railway transportation enterprises, only by forming a good concept of performance management can performance management be better carried out. Through the people-oriented concept, we will further meet the basic needs of employees, continuously improve their work performance, and do a good job in performance appraisal, performance application, counseling and communication. It has certain practical significance.

2.2 Improve the incentive system of performance management

As mentioned above, only by establishing and perfecting the relevant performance management system can we give full play to its incentive function. For any excellent employee, he should be rewarded by the enterprise, and for employees with poor performance, he should also be punished. This is a very important means of enterprise management. For railway transport enterprises, only by giving full play to the incentive function of performance management can we stimulate the potential of employees, objectively reflect their actual working ability and follow it.

2.3 improve the performance management communication feedback system

In fact, the whole communication process is of great significance to the performance management system of enterprises. Only by doing a good job of communication and perfecting the feedback system can we close the relationship between employees and railway transportation enterprises. Specifically, we should solve the problem from the following angles: First, we should improve the daily supervision and management system, strictly enforce the relevant performance appraisal procedures, and ensure the accuracy of the results. Problems found in daily management and assessment should be corrected in time and ideological education should be done well. Secondly, it is necessary to improve the channels for employees to complain about problems, give employees full rights and prevent employees from being dissatisfied; Finally, it is necessary to build a two-way communication mechanism for railway transport enterprises, improve the sense of responsibility of employees and management, and better plan performance management, which is conducive to improving the cohesion of railway transport enterprises.

2.4 Play the complementary role of performance management and enterprise training.

If time and circumstances permit, it is necessary to train employees in enterprises and improve their comprehensive quality through internal and external training. Internal training is to guide employees through the example strength of internal excellent employees, and external training is to publicize through lectures by external experts, so that every employee of railway transportation enterprises can realize the significance of this work, which is conducive to improving employees' sense of honor and belonging.

3 Conclusion

Generally speaking, performance management is of great significance to the development of railway transportation enterprises. Only by doing a good job in performance management can we stimulate the potential of employees and give full play to their roles, which is of great significance to the development of enterprises. However, at present, railway transport enterprises pay too much attention to the role of performance appraisal and neglect performance management, and some managers lack the awareness of performance management, so it is difficult to improve the performance management level of railway transport enterprises. Under this background, this paper analyzes the problems existing in the performance management of railway transport enterprises, and puts forward measures to solve these problems, which can provide reference for employees of related railway transport enterprises.

References:

[1] Ouyang Yong. On the Performance Management of Railway Enterprise Employees [J]. Theory and Contemporary, 2009 (07).

[2] Gong Zhenyu. Research on Performance Management System of Civil Aviation Enterprises [J]. Contemporary Economy, 20 14 (18).

[3] Kang. Reflections on the design of performance management system for railway commercial enterprises [J]. railway purchase and logistics, 2009 (02).

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