地市供电企业全员绩效管理体系研究
发布时间：2018-11-16 10:41
【摘要】：随着我国市场经济建设持续推进,电网企业需要尽快适应宏观形势的变化,调整企业经营思路,明晰企业战略定位,优化业务流程,提高企业核心竞争力。绩效管理作为目前全球较为先进的人力资源管理方法之一,对现代企业增强员工核心竞争力具有显著的作用。本文研究的对象为国家电网公司系统的省级电网企业下属的地市级供电公司。本文分析了国内和国外在绩效管理上的应用状况,对现行的一些常用绩效管理手段进行阐述,将地市供电企业的绩效管理史进行介绍。全员绩效管理是现代人力资源管理的一大组成部分,也是公司促进企业经营业绩和盘活人才存量的重要方法。地市级供电公司应该把企业宏观发展视为未来前进目标,继而设立可以逐步实现的小目标,通过企业员工的工作逐步达成,最终实现考核绩效的初衷。本文在地市级供电企业多年的绩效管理实践基础之上,通过深入分析和探讨当前企业在绩效管理方面存在问题,以特定地市供电企业为研究对象,根据绩效管理的流程,结合地市供电企业的具体情况,将全员绩效管理体系设计成由组织模块、指标模块、评价与过程监控模块、制度模块和应用模块等五大模块组成的完整体系,构建和优化了符合该企业特点和需求的全员绩效管理体系,建立与之相适应的绩效评估模型,并提出多种绩效管理的应用渠道。全员绩效管理工作实行“统一管理、分类考核、逐级实施”的考核方式。在考核过程中,将考核目标人群的全部员工区别出以下几种,即企业领导层的业绩考核、机关部室管理人员考核和生产营销普通工作人员的员工考核。其中,企业领导层的业绩考核的对象为基层单位企业负责人,机关部室管理人员考核的对象为公司及县级单位的管理部门和员工,生产营销普通工作人员的员工考核的对象为公司所属二级单位从事一线工作的班组长和员工。全员绩效管理体系的设计和构建符合地市供电企业业务特性,体系逻辑完整、结构清晰,实现了全员绩效管理体系在理论上的落地;组合运用的绩效管理方法手段针对性强,符合地市供电企业管理实际,模式新颖,实用性较强;全员绩效管理的线上信息系统平台的构建,能够保证全员绩效管理的有效实施,并取得预期的激励效果。通过对该公司全员绩效管理体系构建与优化的深入研究,能够有效促进企业绩效管理理念更新和组织管理方式创新,有效促进人力资源集约化管理在企业落地生根,有效促进现代人力资源管理制度在供电企业的效益最大化,保障改革新形势下供电企业的持续稳定发展。
[Abstract]:With the development of market economy in our country, power grid enterprises need to adapt to the change of macro situation as soon as possible, adjust their management ideas, clarify the strategic orientation of enterprises, optimize business processes, and improve the core competitiveness of enterprises. As one of the most advanced human resource management methods in the world, performance management plays a significant role in enhancing the core competitiveness of modern enterprises. The research object of this paper is the prefectural power supply company of the provincial power grid enterprise of State Grid Company. This paper analyzes the application of performance management both at home and abroad, expounds some commonly used performance management methods, and introduces the history of performance management of power supply enterprises in prefectures and cities. Full-staff performance management is a major part of modern human resource management, and also an important method for companies to promote business performance and revitalize the stock of talents. The prefecture-level power supply company should regard the macroscopic development of the enterprise as the future goal, and then set up the small goal that can be realized step by step, and finally realize the original intention of evaluating the performance through the work of the enterprise staff. Based on the practice of performance management in power supply enterprises of prefectural and municipal level for many years, this paper analyzes and discusses the problems existing in the performance management of enterprises at present, taking specific power supply enterprises as the research object, according to the process of performance management. According to the specific situation of power supply enterprises in prefecture and city, the whole performance management system is designed into a complete system composed of five modules: organization module, index module, evaluation and process monitoring module, system module and application module, etc. This paper constructs and optimizes the all-staff performance management system which conforms to the characteristics and needs of the enterprise, establishes a performance evaluation model corresponding to it, and puts forward a variety of application channels of performance management. The performance management of the whole staff carries out "unified management, classified assessment and implementation step by step". In the process of assessment, all the employees of the target group are distinguished as follows: the performance appraisal of the enterprise leadership, the appraisal of the management staff of the department and the staff assessment of the ordinary staff of the production and marketing department. Among them, the performance appraisal of the enterprise leadership is aimed at the heads of the enterprises at the grass-roots level, and the management departments and employees of the companies and county-level units are the subjects of the appraisal by the managers of the departments and departments of the departments and departments The staff of general staff in production and marketing are evaluated for the team leader and staff who work in the front line of the company's subordinate level 2 units. The design and construction of full staff performance management system accord with the business characteristics of local power supply enterprises, the system logic is complete, the structure is clear, and the whole staff performance management system falls to the ground in theory; The combination of performance management methods and means of strong pertinence, in line with the actual management of power supply enterprises in prefectures and cities, the model is novel, the practicability is strong; The construction of the online information system platform of full staff performance management can ensure the effective implementation of full staff performance management and achieve the expected incentive effect. Through the in-depth study on the construction and optimization of the company's all-staff performance management system, it can effectively promote the innovation of enterprise performance management concept and organizational management, and effectively promote the human resources intensive management to take root in the enterprise. It can effectively promote the efficiency maximization of modern human resource management system in power supply enterprises and ensure the sustainable and stable development of power supply enterprises under the new situation of reform.
【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：2335289
[Abstract]:With the development of market economy in our country, power grid enterprises need to adapt to the change of macro situation as soon as possible, adjust their management ideas, clarify the strategic orientation of enterprises, optimize business processes, and improve the core competitiveness of enterprises. As one of the most advanced human resource management methods in the world, performance management plays a significant role in enhancing the core competitiveness of modern enterprises. The research object of this paper is the prefectural power supply company of the provincial power grid enterprise of State Grid Company. This paper analyzes the application of performance management both at home and abroad, expounds some commonly used performance management methods, and introduces the history of performance management of power supply enterprises in prefectures and cities. Full-staff performance management is a major part of modern human resource management, and also an important method for companies to promote business performance and revitalize the stock of talents. The prefecture-level power supply company should regard the macroscopic development of the enterprise as the future goal, and then set up the small goal that can be realized step by step, and finally realize the original intention of evaluating the performance through the work of the enterprise staff. Based on the practice of performance management in power supply enterprises of prefectural and municipal level for many years, this paper analyzes and discusses the problems existing in the performance management of enterprises at present, taking specific power supply enterprises as the research object, according to the process of performance management. According to the specific situation of power supply enterprises in prefecture and city, the whole performance management system is designed into a complete system composed of five modules: organization module, index module, evaluation and process monitoring module, system module and application module, etc. This paper constructs and optimizes the all-staff performance management system which conforms to the characteristics and needs of the enterprise, establishes a performance evaluation model corresponding to it, and puts forward a variety of application channels of performance management. The performance management of the whole staff carries out "unified management, classified assessment and implementation step by step". In the process of assessment, all the employees of the target group are distinguished as follows: the performance appraisal of the enterprise leadership, the appraisal of the management staff of the department and the staff assessment of the ordinary staff of the production and marketing department. Among them, the performance appraisal of the enterprise leadership is aimed at the heads of the enterprises at the grass-roots level, and the management departments and employees of the companies and county-level units are the subjects of the appraisal by the managers of the departments and departments of the departments and departments The staff of general staff in production and marketing are evaluated for the team leader and staff who work in the front line of the company's subordinate level 2 units. The design and construction of full staff performance management system accord with the business characteristics of local power supply enterprises, the system logic is complete, the structure is clear, and the whole staff performance management system falls to the ground in theory; The combination of performance management methods and means of strong pertinence, in line with the actual management of power supply enterprises in prefectures and cities, the model is novel, the practicability is strong; The construction of the online information system platform of full staff performance management can ensure the effective implementation of full staff performance management and achieve the expected incentive effect. Through the in-depth study on the construction and optimization of the company's all-staff performance management system, it can effectively promote the innovation of enterprise performance management concept and organizational management, and effectively promote the human resources intensive management to take root in the enterprise. It can effectively promote the efficiency maximization of modern human resource management system in power supply enterprises and ensure the sustainable and stable development of power supply enterprises under the new situation of reform.
【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
【参考文献】
相关期刊论文 前10条
1 任广生;;论电力企业绩效管理考核的有效实施[J];中国集体经济;2012年25期
2 黄红梅;;电力企业绩效管理存在的问题及对策[J];人力资源管理;2011年02期
3 郭强;张世懿;;浅析小型供电企业绩效管理体系设计[J];中国电力教育;2010年35期
4 蔡红薇;;电力企业绩效管理的现状与问题[J];中国电力教育;2010年21期
5 赵磊;杨婧;;电力企业绩效管理潜在的问题及对策[J];中国电力教育;2010年12期
6 李秀媛;;电力企业战略绩效指标体系的分解研究[J];中国电力教育;2009年18期
7 倪光明;陈萍;;绩效管理考核中应注意的问题探讨[J];陕西电力;2007年10期
8 蔡月;;浅谈绩效管理体系的内涵[J];金融经济;2006年12期
9 屠庆忠;杜晓力;;绩效管理体系的构建及应用[J];农业发展与金融;2006年02期
10 胡季英,冯英浚;企业绩效评价理论研究述评与展望[J];现代管理科学;2005年09期
，本文编号：2335289
本文链接：https://www.wllwen.com/guanlilunwen/jixiaoguanli/2335289.html
