浙江省兰市供电公司一线营销班组绩效管理体系研究

发布时间：2018-03-30 23:31

本文选题：供电公司　切入点：一线营销班组　出处：《华北电力大学(北京)》2017年硕士论文

【摘要】：随着电力体制改革不断深入,售电侧引入竞争机制,实行市场开放准入,供电企业的管理与经营都面临着新的问题和挑战。想要在激烈的竞争中立于不败之地,必须顺应这一趋势,不断调整自身的经营和发展策略。一线营销班组作为供电企业管理与经营活动最基本、最基层的组织单元,是供电企业各项对外经营、服务活动的最终落脚点。可以说一线营销班组管理工作的好与坏,直接影响着电力企业的经营效益、企业形象、行风建设等诸多方面,为其量身订制一套科学、合理、可行、实用的绩效管理体系具有重要的实用价值和现实意义。本文对兰市供电公司一线营销班组现有绩效管理体系的现状展开调查分析,然后运用文献研究法、访谈法、案例分析法等研究方法,使用现代绩效管理的理论和方法对现行绩效管理体系进行了全面的研究。首先,介绍了兰市供电公司及下辖一线营销班组概况,分析了一线营销班组绩效管理体系现状,发现存在诸多问题,包括管理人员和一线员工对绩效管理认识均存在偏差、绩效指标设置缺乏合理性且不全面、绩效评价不客观、绩效反馈面谈不到位、绩效考核结果应用单一等问题。然后,本文对存在问题进行了逐一剖析,为之后的优化设计奠定基础。最后,以公司的发展为导向,以员工的个人发展为依据,以提高绩效管理体系的实用性和可操作性为目的,坚持理论联系实际,对一线营销班组岗位工作进行了深入分析,从设计“精细化绩效计分制”绩效管理模式、构建精细化绩效计分标准库、建立绩效组织体系、优化考核流程、施行优化模式其他关键环节、优化考核成果应用体系、构建公司级一线营销班组绩效管理落实和评价改进机制七个方面,提出了一套较为完整的适用于一线营销班组的绩效管理体系优化设计。本文建立的一线营销班组绩效管理体系具备较强的科学性和实用性,为同类企业提供了有益的借鉴。对绩效管理体系优化的过程具有普适性,亦可为其他行业的绩效管理体系改良提供思路上的引导和方法上的参考。
[Abstract]:With the deepening of the reform of power system, the introduction of competition mechanism into the power sales side, the implementation of open market access, the management and management of power supply enterprises are facing new problems and challenges, in order to stay in an invincible position in the fierce competition. We must adapt to this trend and constantly adjust our own management and development strategies. As the most basic and basic organizational unit of power supply enterprises' management and management activities, the front-line marketing teams are all kinds of external operations of power supply enterprises. The final foothold of service activities. It can be said that the good or bad management work of front-line marketing teams has a direct impact on the management efficiency, image, construction and other aspects of electric power enterprises, so as to tailor a set of science, rationality and feasibility for them. The practical performance management system is of great practical value and practical significance. This paper investigates and analyzes the current situation of the current performance management system of the first-line marketing teams in Lan City Power supply Company, and then applies the literature research method and the interview method. Case analysis and other research methods, using the theory and method of modern performance management to conduct a comprehensive study of the current performance management system. This paper analyzes the current situation of the performance management system of front-line marketing teams, and finds that there are many problems, including the deviation of the understanding of performance management among managers and front-line staff, the lack of rationality and comprehensiveness in setting performance indicators, and the impersonality of performance evaluation. Performance feedback interview is not in place, performance appraisal results are single. Then, this paper analyzes the existing problems one by one to lay the foundation for the later optimization design. Finally, the development of the company as a guide, In order to improve the practicability and maneuverability of the performance management system, based on the personal development of the staff, this paper makes a thorough analysis of the post work of the front-line marketing teams and teams, which is based on the combination of theory and practice. By designing the performance management model of "fine performance scoring system", constructing the standard database of fine performance score, establishing the performance organization system, optimizing the appraisal process, implementing other key links of the optimization model, optimizing the application system of the appraisal results, Constructing the performance management implementation and evaluation improvement mechanism of company level marketing team in seven aspects, This paper puts forward a set of perfect performance management system optimization design, which is suitable for first-line marketing teams. The performance management system of front-line marketing teams established in this paper is scientific and practical. It provides useful reference for similar enterprises. It is universal to the process of optimizing performance management system, and it can also provide guidance and method reference for the improvement of performance management system in other industries.
【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】：F426.61;F272.92

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