Y供电公司职能部室员工绩效考核问题研究
发布时间：2018-08-04 12:46
【摘要】：随着我国电力体制改革的不断推进和深化,供电公司如何更好的推进全员绩效考核成为一个迫切需要解决的问题。供电公司职能部室员工是供电企业生产运营的具体指挥者,这些指挥者的绩效好坏直接影响着供电企业的运营效率和战略目标的实现。因此,如何加强对职能部室员工的激励、提升他们的绩效,对供电企业的发展十分重要。国内关于国有企业中层管理人员绩效考核、供电企业员工绩效考核方面的研究较多,但对国有企业管理部门人员的绩效考核研究较少,尤其是对供电企业职能部室员工绩效考核的研究几乎没有。本文以绩效考核基本理论为指导,对Y供电公司职能部室员工绩效考核工作进行调查研究。在调查研究中,本文主要采用了文献归纳法、问卷调查法、专家访谈法、统计分析法。通过调查研究发现Y供电公司职能部室员工绩效考核工作主要存在职能部室考核评价机制不完善、KPI指标评价不科学、360度定性指标评价不科学、绩效经理人没有履职好相应职责、绩效考核的结果设计和运用不科学等问题。建议Y供电公司通过完善职能部室员工绩效考核方式、优化KPI指标设置与考核评价体系、优化职能部室员工绩效结果分布与应用、提升绩效经理人履职尽责能力等方法,进一步改进职能部室员工绩效考核工作,通过职能部室员工管理能力的提升,带动整个Y供电公司整体业绩和市场竞争力的提升。
[Abstract]:With the development and deepening of electric power system reform in China, how to improve the performance evaluation of power supply companies has become an urgent problem to be solved. The staff of the functional department of the power supply company are the specific commanders of the production and operation of the power supply enterprise. The performance of these commanders directly affects the operation efficiency and the realization of the strategic goal of the power supply enterprise. Therefore, it is very important for the development of power supply enterprise to strengthen the incentive to the staff of the functional department and improve their performance. In China, there are many researches on the performance appraisal of the middle managers in the state-owned enterprises and the performance appraisal of the employees in the power supply enterprises, but there are few researches on the performance appraisal of the personnel in the management department of the state-owned enterprises. In particular, there is almost no research on the performance appraisal of functional department staff in power supply enterprises. Under the guidance of the basic theory of performance appraisal, this paper investigates and studies the performance appraisal of functional department staff in Y power supply company. In the investigation, this paper mainly adopts the method of literature induction, questionnaire survey, expert interview and statistical analysis. Through the investigation and study, it is found that the performance evaluation of the functional department staff in Y power supply company is mainly due to the imperfect evaluation mechanism of the functional department and the unscientific evaluation of the KPI index and the unscientific evaluation of the 360-degree qualitative index, and the failure of the performance manager to carry out his duties. The result design and application of performance appraisal are not scientific and so on. It is suggested that Y power supply company should optimize the performance evaluation method of functional department staff, optimize the KPI index setting and evaluation system, optimize the distribution and application of the performance results of the functional department staff, and improve the performance managers' ability to perform their duties with due diligence. Further improve the performance evaluation of functional department staff, through the functional department staff management ability to promote the overall performance of the entire Y power supply company and market competitiveness.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61
本文编号：2163927
[Abstract]:With the development and deepening of electric power system reform in China, how to improve the performance evaluation of power supply companies has become an urgent problem to be solved. The staff of the functional department of the power supply company are the specific commanders of the production and operation of the power supply enterprise. The performance of these commanders directly affects the operation efficiency and the realization of the strategic goal of the power supply enterprise. Therefore, it is very important for the development of power supply enterprise to strengthen the incentive to the staff of the functional department and improve their performance. In China, there are many researches on the performance appraisal of the middle managers in the state-owned enterprises and the performance appraisal of the employees in the power supply enterprises, but there are few researches on the performance appraisal of the personnel in the management department of the state-owned enterprises. In particular, there is almost no research on the performance appraisal of functional department staff in power supply enterprises. Under the guidance of the basic theory of performance appraisal, this paper investigates and studies the performance appraisal of functional department staff in Y power supply company. In the investigation, this paper mainly adopts the method of literature induction, questionnaire survey, expert interview and statistical analysis. Through the investigation and study, it is found that the performance evaluation of the functional department staff in Y power supply company is mainly due to the imperfect evaluation mechanism of the functional department and the unscientific evaluation of the KPI index and the unscientific evaluation of the 360-degree qualitative index, and the failure of the performance manager to carry out his duties. The result design and application of performance appraisal are not scientific and so on. It is suggested that Y power supply company should optimize the performance evaluation method of functional department staff, optimize the KPI index setting and evaluation system, optimize the distribution and application of the performance results of the functional department staff, and improve the performance managers' ability to perform their duties with due diligence. Further improve the performance evaluation of functional department staff, through the functional department staff management ability to promote the overall performance of the entire Y power supply company and market competitiveness.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61
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