HN电力公司变电站绩效管理模式研究

发布时间：2019-03-24 14:07

【摘要】：有效的绩效管理模式可以提高企业管理水平，促进企业战略目标的实现，激励企业和员工共同进步，和谐发展，并能在一定程度上为下阶段人力资源规划提供依据。自上世纪80年代以来，经济全球化对我国企业的经营管理提出了更高的要求，而如何建立、完善绩效管理体系，提高企业绩效管理水平，以适应经济全球化的更高要求，一直是困扰我国众多企业的难题。就我国电力公司变电站而言，随着电力体制改革的日趋深入，其经营管理也面临着严峻的挑战，而建立和完善绩效管理体系，正是电力公司变电站应对挑战时把握机遇的有效途径之一。本文在对国内外绩效管理模式相关理论进行综述的基础上，首先，分析HN电力公司变电站绩效管理现状及存在的问题，主要表现在绩效考核缺乏科学性、连贯性、绩效管理模式体系整体结构不完整、变电站缺乏良好的绩效管理文化、变电站考核指标界定不清，难以量化、考核指标设计重结果轻过程、考核缺乏前瞻性等问题。随后，结合HN电力公司实际，从推行绩效管理的必要性和任务入手，提出了推行绩效管理及应用思路，设计出HN电力公司变电站绩效管理以关键绩效指标（KPI）管理法为主，同时揉合卓越绩效管理模式和360°反馈法的改进和提升方案，并结合近年来HN电力公司在实施绩效管理过程中存在的主要问题，阐述了推行新的绩效管理模式应注意的问题，并对实施方案和现行制度进行了对比分析。根据本文的分析和研究，可得出以下结论：（1）本文从绩效管理基本理论出发，分析了HN电力公司变电站绩效管理存在的问题。从对HN电力公司变电站绩效管理问题的研究表明，要保持良好的公司发展态势，实现企业战略目标，必须对其绩效管理体系进行有效的调整和科学的构建。（2）本文综合应用了平衡计分卡、关键绩效指标法等现代企业绩效管理工具，，构建了一套适合HN电力公司变电站的绩效管理方案，并详细阐述了方案在HN电力公司变电站的实施措施，同时为其他供电企业绩效管理相关工作提供了经验。（3）本文是以关键绩效指标（KPI）管理法为主，同时揉合卓越绩效管理模式和360°反馈法。针对目前在变电站推行班组绩效管理模式难以科学、公正地进行各班组绩效标准确定的现状，以及如何在不同班组之间绩效结果进行横向平衡、比较，又如何将班组绩效与班员绩效挂钩的薄弱点，通过对变电站各项工作进行权重确定的基础上，建立班组各岗位工作积分评估模型及班组绩效系数，并给出了测算实例，解决工作标准较难确定、班员绩效与班组绩效脱节等现实问题，可在一定程度上修正上级赋权，以期为电力企业班组绩效管理提供有效的借鉴及有益的尝试。
[Abstract]:Effective performance management model can improve the level of enterprise management, promote the realization of the strategic objectives of enterprises, encourage the common progress of enterprises and employees, harmonious development, and to a certain extent can provide the basis for the next stage of human resources planning. Since the 1980s, economic globalization has put forward higher requirements for the management of enterprises in China, and how to establish and perfect the performance management system and improve the level of enterprise performance management, in order to adapt to the higher requirements of economic globalization, It has been a difficult problem that puzzles many enterprises in our country. As far as substations of power companies in China are concerned, with the deepening of the reform of the power system, the management of substations is also facing severe challenges, and the establishment and improvement of the performance management system. It is one of the effective ways to grasp the opportunity when the substation of electric power company meets the challenge. On the basis of summarizing the relevant theories of performance management mode at home and abroad, this paper firstly analyzes the current situation and existing problems of substation performance management in HN Electric Power Company, which is mainly manifested in the lack of scientific and consistent performance appraisal. The whole structure of performance management mode system is incomplete, substation lacks good performance management culture, substation evaluation index is not clearly defined, it is difficult to quantify, the evaluation index design emphasizes the result light process, and the assessment lacks foresight and so on. Then, combining with the reality of HN Electric Power Company, starting with the necessity and task of carrying out performance management, this paper puts forward the idea of carrying out performance management and application, and designs the key performance indicator (KPI) management method for substation performance management of HN Electric Power Company. At the same time, the improvement and promotion scheme of excellent performance management mode and 360 掳feedback method are combined. Combined with the main problems existing in the implementation of performance management in HN Electric Power Company in recent years, the problems that should be paid attention to in carrying out the new performance management mode are expounded. And carries on the contrast analysis to the implementation plan and the current system. According to the analysis and research of this paper, the following conclusions can be drawn: (1) based on the basic theory of performance management, this paper analyzes the existing problems of substation performance management in HN Electric Power Company. The research on substation performance management of HN Electric Power Company shows that it is necessary to effectively adjust and scientifically construct the performance management system in order to maintain a good development trend of the company and realize the strategic objectives of the enterprise. (2) in this paper, the balanced scorecard, key performance index method and other modern enterprise performance management tools are comprehensively applied, and a set of performance management scheme suitable for the substation of HN Power Company is constructed. The implementation measures of the scheme in substations of HN Electric Power Company are described in detail, and the experience of performance management in other power supply enterprises is provided at the same time. (3) this paper is mainly based on the key performance indicator (KPI) management method, which combines the excellent performance management model and the 360o feedback method at the same time. In view of the current situation that the implementation of performance management mode in substations is difficult to scientifically and impartially determine the performance standards of each group, and how to balance and compare the performance results between different groups, On the basis of determining the weight of each work in substation, the paper sets up the evaluation model and the performance coefficient of each post of the group, and gives an example to calculate it, and how to link the performance of the group and the team to the performance of the class worker, and how to link the performance of the group with the performance of the class worker. To solve the practical problems such as the difficulty of determining the working standard and the disconnect between the class performance and the group performance, the empowerment of the superior can be amended to a certain extent, in order to provide effective reference and beneficial attempt for the performance management of the class and group in the electric power enterprise.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

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