永丰供电公司变电运检班组绩效考核体系研究
发布时间：2018-08-22 08:02
【摘要】：现阶段国内经济飞速发展,国民经济总量迅速膨胀壮大,在骄人的发展业绩之下,也潜藏着一些不稳定性的因素。这些全方位的综合调整与转变,使得市场主体管理机制的面临被提出更高的要求和面对更多样的挑战。供电公司在生产生活中必不可少,作为国民经济的重要组成部分,其本身也在市场的变化中衍生出许多的问题,这对其传统的绩效考核体系是一种变革的促发力。综而概之,在当下的供电企业绩效考核制度体系内存在着以下几种问题,即考核指标的设置不科学、考核的实效性有待提高、考核要素的具体操作性不足,对于考核最终结果缺乏落实等等,如此存在的问题影响了该绩效考核真正作用的发挥,使得其无法真正发挥激励员工的作用。因此,本文将以永丰供电公司变电运检班组的绩效考核制度为研究对象,在相关绩效考核理论的基础上,对当前公司管理现状、经营中存在的问题和优化供电公司体制机制进行深入探讨。通过对国内外的绩效考核研究现状进行分析,得到中国企业的绩效考核工作仍处于探索阶段,绩效考核的研究体系还不健全,突显了目前加强绩效考核体系建设的必要性和重要性,对于大型电力企业而言,加强绩效考核体系建设更是重中之重。本文在明确了研究思路和内容的基础上,通过对永丰供电公司变电运检班组进行问卷调查和访谈,对其班组岗位设计、班组人资管理和班组绩效考核制度等方面进行分析研究,进而发现班组考核制度中问题存在于什么方面及问题存在的原因,通过运用将调查分析和实证研究结合在一起的方法,最终提出基于现有条件的班组绩效考核体系改进办法和基于KPI的班组量化绩效考核优化方案,完善相关供电企业班组绩效考核制度,并为以后的研究给予一定程度上的参考依据。通过对永丰供电公司变电运检班组绩效考核的内容、办法、程序、结果应用、沟通和保障等五个方面进行绩效考核体系现状分析,发现其绩效考核体系存在着以下六个方面的问题:1)绩效考核目的模糊性减弱了考核对班组业绩的积极作用,2)考核指标未体现岗位设计的特殊性,3)考核制度不能客观评估员工工作业绩,4)绩效考核制度未能与员工岗位和职业晋升挂钩,5)缺乏有效绩效考评结果反馈机制,6)绩效考核者能力相对欠缺,7)绩效考核宣传和培训力度相对欠缺。结合绩效考核体系存在的七个方面的问题及其分析结果,采用问卷调查的方式收集数据,分析数据后开始对绩效考核体系进行相关设计工作的开展,确定明确的设计原则和设计框架,确定各级绩效考核指标、权重及程序,建立相应的保障措施来确保绩效考核体系的实施应用。永丰供电公司变电运检班组绩效考核体系的设计,创新性地使用了绩效考核理论,全面而清晰地为供电企业组班绩效管理提供理论框架。
[Abstract]:With the rapid development of domestic economy and the rapid expansion of the national economy, there are also some unstable factors. These comprehensive adjustment and transformation make the management mechanism of market main body face higher requirements and more diverse challenges. As an important part of the national economy, the power supply company is indispensable in the production and life, and it also has a lot of problems in the changes of the market, which is a driving force for the change of its traditional performance appraisal system. In general, the following problems exist in the current performance appraisal system of power supply enterprises, that is, the setting of assessment indicators is not scientific, the effectiveness of the assessment needs to be improved, and the concrete operation of the assessment elements is insufficient. For the lack of implementation of the final results and so on, such problems affect the performance appraisal of the real role of play, make it can not really play the role of incentive staff. Therefore, this paper will take the performance appraisal system of the substation inspection team of Yongfeng Power supply Company as the research object, and on the basis of the relevant performance appraisal theory, to the current company management present situation, The problems existing in the operation and the optimization of the power supply company system mechanism are discussed in depth. Based on the analysis of the current situation of performance appraisal at home and abroad, it is found that the performance appraisal of Chinese enterprises is still in the exploratory stage, and the research system of performance appraisal is not perfect. It highlights the necessity and importance of strengthening the construction of performance appraisal system. For large power enterprises, strengthening the construction of performance appraisal system is the most important. Based on the clear ideas and contents of the research, this paper analyzes and studies the design of the shift position, the management of team personnel and the evaluation system of team performance through the questionnaire survey and interview of the substation operation inspection team of Yongfeng Power supply Company. Then find out what problems exist in the examination system and the reasons for the problems, through the use of the method of combining investigation and analysis with empirical research, Finally, the paper puts forward the improvement method of team performance appraisal system based on the existing conditions and the optimized scheme of team quantification performance appraisal based on KPI, and consummates the performance appraisal system of relevant power supply enterprises. And to provide a certain degree of reference for future research. This paper analyzes the current situation of the performance appraisal system in five aspects: content, method, procedure, result application, communication and guarantee of the performance appraisal system of the substation operation inspection team of Yongfeng Power supply Company. It is found that there are six problems in the performance appraisal system: 1) the fuzziness of the purpose of performance appraisal weakens the positive effect of appraisal on team performance. 2) the evaluation index does not reflect the particularity of post design. Evaluation of employee performance 4) failure of performance appraisal system to be linked to employee post and career promotion 5) lack of effective performance appraisal result feedback mechanism 6) ability of performance evaluator is relatively lacking 7) performance appraisal propaganda and training are relatively lacking. Combining with the problems in the performance appraisal system and its analysis results, the paper collects the data by questionnaire, and begins to design the performance appraisal system after analyzing the data. The clear design principles and design framework, the performance appraisal index, weight and procedure at all levels are determined, and the corresponding safeguard measures are established to ensure the implementation and application of the performance appraisal system. The design of the performance appraisal system of the substation operation inspection team in Yongfeng Power supply Company innovatively uses the performance appraisal theory and provides a theoretical framework for the performance management of the power supply enterprise.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61
本文编号：2196495
[Abstract]:With the rapid development of domestic economy and the rapid expansion of the national economy, there are also some unstable factors. These comprehensive adjustment and transformation make the management mechanism of market main body face higher requirements and more diverse challenges. As an important part of the national economy, the power supply company is indispensable in the production and life, and it also has a lot of problems in the changes of the market, which is a driving force for the change of its traditional performance appraisal system. In general, the following problems exist in the current performance appraisal system of power supply enterprises, that is, the setting of assessment indicators is not scientific, the effectiveness of the assessment needs to be improved, and the concrete operation of the assessment elements is insufficient. For the lack of implementation of the final results and so on, such problems affect the performance appraisal of the real role of play, make it can not really play the role of incentive staff. Therefore, this paper will take the performance appraisal system of the substation inspection team of Yongfeng Power supply Company as the research object, and on the basis of the relevant performance appraisal theory, to the current company management present situation, The problems existing in the operation and the optimization of the power supply company system mechanism are discussed in depth. Based on the analysis of the current situation of performance appraisal at home and abroad, it is found that the performance appraisal of Chinese enterprises is still in the exploratory stage, and the research system of performance appraisal is not perfect. It highlights the necessity and importance of strengthening the construction of performance appraisal system. For large power enterprises, strengthening the construction of performance appraisal system is the most important. Based on the clear ideas and contents of the research, this paper analyzes and studies the design of the shift position, the management of team personnel and the evaluation system of team performance through the questionnaire survey and interview of the substation operation inspection team of Yongfeng Power supply Company. Then find out what problems exist in the examination system and the reasons for the problems, through the use of the method of combining investigation and analysis with empirical research, Finally, the paper puts forward the improvement method of team performance appraisal system based on the existing conditions and the optimized scheme of team quantification performance appraisal based on KPI, and consummates the performance appraisal system of relevant power supply enterprises. And to provide a certain degree of reference for future research. This paper analyzes the current situation of the performance appraisal system in five aspects: content, method, procedure, result application, communication and guarantee of the performance appraisal system of the substation operation inspection team of Yongfeng Power supply Company. It is found that there are six problems in the performance appraisal system: 1) the fuzziness of the purpose of performance appraisal weakens the positive effect of appraisal on team performance. 2) the evaluation index does not reflect the particularity of post design. Evaluation of employee performance 4) failure of performance appraisal system to be linked to employee post and career promotion 5) lack of effective performance appraisal result feedback mechanism 6) ability of performance evaluator is relatively lacking 7) performance appraisal propaganda and training are relatively lacking. Combining with the problems in the performance appraisal system and its analysis results, the paper collects the data by questionnaire, and begins to design the performance appraisal system after analyzing the data. The clear design principles and design framework, the performance appraisal index, weight and procedure at all levels are determined, and the corresponding safeguard measures are established to ensure the implementation and application of the performance appraisal system. The design of the performance appraisal system of the substation operation inspection team in Yongfeng Power supply Company innovatively uses the performance appraisal theory and provides a theoretical framework for the performance management of the power supply enterprise.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61
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