健全绩效考评制度,完善多重激励机制。目前,国有企业管理体制下的考核分配制度、激励措施不完善,员工的积极性、创造性不能最大限度地发挥现象仍然存在。比如身份界限和收入差别还制约着技能操作人才的成长和重用;事实上的专业技术职务终身制不能有效激励专业技术人才,业绩和能力考核没有量化;中高级管理人员的考核、薪酬等制度仍在摸索、试行阶段,现代绩效考评制度尚未建立等等。因此应当完善国有耐材企业的考核评价制度,以促进人力资源价值的准确定位。建立以个人素质、能力、业绩、对企业贡献为内容的考核评价体系,并赋予定期、不定期的全面考核和公正评价。必将有利于耐材企业人力资源价值的自我定位,大大激发其成就感、责任心和事业心,使主 Improve the performance evaluation system and improve multiple incentive mechanisms. At present, the appraisal and distribution system and incentive measures under the state-owned enterprise management system are not perfect, and the enthusiasm and creativity of employees cannot maximize the phenomenon still exists. For example, identity boundaries and income differences also restrict the growth and reuse of skilled personnel; the de facto professional tenure system cannot effectively motivate professional and technical personnel, and performance and ability assessments are not quantified; the assessment and compensation systems of middle and senior managers are still In the exploration and trial phase, the modern performance appraisal system has not yet been established. Therefore, the assessment and evaluation system for state-owned refractories should be improved to promote the accurate positioning of human resources value. Establish an assessment and evaluation system based on personal qualities, capabilities, performance, and contribution to enterprises, and give regular and irregular comprehensive assessments and fair evaluations. It will surely help self-orientation of the value of human resources of refurbishment companies and greatly stimulate their sense of accomplishment, sense of responsibility and dedication.