LY供电公司绩效管理体系的设计与应用研究

发布时间：2018-04-24 04:21

本文选题：供电企业 + 绩效管理　；参考：《中国海洋大学》2013年硕士论文

【摘要】：在当前市场竞争的环境下,要想发挥电力能源在国民经济中的“电力先行”职能,在电力企业中引入绩效管理已经是企业发展的需求和市场竞争的需要。在当前我国电力行业的改制过程中,不断引入和提升绩效管理,也是适应国内外竞争的需要。管理体系的关键环节要分析采用的绩效工具是否适合企业管理实际。绩效管理要在实践中总结、发展、完善。本论文在写作过程中参考了大量的国内外绩效理论方面的研究著作,归纳总结了绩效管理理论的精华研究成果。本论文作者选用了自己工作行业为研究对象,采用理论联系实际的方法,以国家电网公司战略目标为基础,以我国国情和电力行业的特点为背景,结合绩效管理方面的理论,试图为县区级供电企业绩效管理水平的提升有所帮助。在当前完全垄断性体制下,供电企业推行绩效管理体系,其意义显得尤为突出。本论文的主要目的是：一是,推行绩效管理制度,促使公司建立科学的战略规划和计划体系。二是,促使企业向制度化、规范化、科学化的管理方向转变。三是,企业的战略目标将被分解成为部门业绩指标再被分解为每个员工的个人绩效指标。四是,绩效管理体系的建立,采取多样化的激励措施可以有效调动员工的积极性。五是,通过绩效结果的分析和评估,激发员工个人价值的实现,从而实现企业价值的最大化。本论文通过对公司现有绩效管理模式的研究与分析,针对分析出的问题,构建出公司层对部门层、部门层对员工层的分层次绩效管理体系,打破了过去完全是以绩效考核和奖惩为管理的绩效管理体系。最大特点是,根据供电企业的主营业务,建立了供电关键绩效指标库,并根据实际情况,建立公司管理部门、检修工区、送电工区、调度所、营销部等主要部门的绩效指标体系,为建立公司绩效管理体系打下坚实的基础,对企业整体的绩效管理工作提高起到积极的促进作用。当然,论文研究还不够细化,特别是部门层对员工层的绩效管理体系还需要在工作实践中针对不同工种不断进行细化完善。研究结果表明,通过构建部门层对员工层的绩效管理体系,针对不同部门、不同工种的实际,设计不同考核体系和考核标准,将绩效管理层延伸到员工层,再通过绩效结果的分析和评估,发现员工个人能力的优、劣势,最大程度激发员工个人价值的实现,从而实现企业价值的最大化。
[Abstract]:In the current market competition environment, in order to play the role of "electric power first" in the national economy, the introduction of performance management in electric power enterprises has become the demand of enterprise development and the need of market competition. In the process of reforming electric power industry in our country, it is necessary to introduce and improve performance management to meet the needs of competition at home and abroad. The key link of the management system is to analyze whether the performance tools are suitable for enterprise management. Performance management should be summarized, developed and improved in practice. In the process of writing, this paper refers to a large number of domestic and foreign research works on performance theory, summarizes the essence of the performance management theory research results. In this paper, the author chooses his own work industry as the research object, adopts the method of integrating theory with practice, takes the strategic goal of State Grid Company as the foundation, takes the national conditions of our country and the characteristics of the electric power industry as the background, and combines the theory of performance management. This paper tries to improve the performance management level of power supply enterprises at county and district level. In the current complete monopoly system, power supply enterprises implement performance management system, its significance is particularly prominent. The main purpose of this paper is: first, to carry out the performance management system, to promote the company to establish a scientific strategic planning and planning system. Second, to promote the enterprise to institutionalize, standardized, scientific direction of management. Third, the strategic objectives of the enterprise will be decomposed into departmental performance indicators and then into individual performance indicators for each employee. Fourth, the establishment of performance management system, the adoption of diversified incentives can effectively mobilize the enthusiasm of employees. Fifth, through the analysis and evaluation of performance results, the realization of individual value of employees is stimulated to maximize the value of enterprises. In this paper, through the research and analysis of the existing performance management model of the company, aiming at the analysis of the problems, we construct a hierarchical performance management system of company level to department level, department level to employee level. It breaks down the performance management system which used to be managed by performance appraisal and rewards and punishments. According to the main business of the power supply enterprise, the key performance index database of power supply is established, and according to the actual situation, the management department of the company, the inspection and repair area, the electrical transmission area, the dispatching office are established. The performance index system of the marketing department and other main departments lays a solid foundation for the establishment of the company performance management system and plays a positive role in promoting the overall performance management of the enterprise. Of course, the research of the paper is not detailed enough, especially the performance management system of the department level to the staff level also needs to be refined and improved in the work practice for different types of work. The results show that, by constructing the performance management system of department level to employee level, according to the actual situation of different departments and different types of work, different appraisal system and evaluation standard are designed, and the performance management layer is extended to employee level. Through the analysis and evaluation of the performance results, we find that the individual ability of employees is superior and inferior, and the realization of individual value of employees is stimulated to the greatest extent, so as to maximize the value of the enterprise.
【学位授予单位】：中国海洋大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.61;F272.92

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