S供电公司D车间绩效管理实施研究

发布时间：2018-01-16 11:16

本文关键词：S供电公司D车间绩效管理实施研究　出处：《河北科技大学》2014年硕士论文　论文类型：学位论文

【摘要】：电力作为基础能源,与人民的生活息息相关。近年来随着互联网及各种电子产品的快速发展,人们对于电力的需求越来越大。面对竞争愈发激烈的市场环境,S供电公司逐渐意识到原有的简单粗放式的管理已经不能符合当前经济条件下企业发展要求,员工工作效率低、进取心、创新力不足等问题越发显现,这严重制约着S供电公司的良性发展,因此引入绩效管理制度,这对提升企业的整体绩效、增强企业活力和竞争力、实现公司战略目标起着至关重要的作用。然而从近两年的管理实践上看,其实施效果并不如想象般良好,尤其是在如D车间一般的基层单位,在落实S供电公司绩效管理政策的时候易出现流于形式、以考核代替管理等现象。同时,由于考核力度高、激励制度不明显,员工对绩效管理产生了很大的逆反心理,不利于管理者达到考核的预期目标。基于此,本文通过查阅大量的国内外相关研究文献,在对S供电公司D车间绩效管理体系实施现状的深入调研基础上,运用实证研究法分析D车间在落实S供电公司绩效管理政策过程中在关键指标制定、权重分配、绩效反馈、绩效考核结果运用等方面存在的问题,阐述了绩效的概念、绩效管理的内涵、绩效管理流程及作用、关键指标的确定原则及提取方法、权重的分配及注意事项、绩效评估、绩效反馈的作用、绩效面谈方式及技巧等基本理论,进而对S供电公司D车间的关键绩效指标体系建立、权重分配、绩效反馈等环节进行重新设计和完善,力求构建一套客观公正、具有可适用性及可操作性的绩效管理体系,解决原有绩效管理体系中存在的缺陷和不足,以使S供电公司的绩效管理在D车间能有效落实,并对提高D车间绩效管理水平带来一些裨益。
[Abstract]:Electric energy as the foundation, with the people's livelihood. In recent years, with the rapid development of the Internet and a variety of electronic products, people's demand for electricity more and more. In the face of increasingly fierce competition in the market environment, the S power supply company gradually realized the simple original extensive management has been unable to meet the requirements of enterprise development under the current economic condition. The staff working efficiency low, enterprising, innovation system become more and more apparent, which seriously restricts the healthy development of S power supply company, so the introduction of performance management system, which is to enhance the overall performance of enterprises, enhance the vitality and competitiveness of enterprises, to achieve the strategic objectives of the company plays a vital role. However, from the practice of management in recent years look, the implementation effect is not so good, especially in basic units such as D workshop, in the implementation of the S power supply company performance management policy When prone to a mere formality, replacing management with examination and so on. At the same time, due to the high intensity assessment, incentive system is not obvious, the staff had a rebellious great on performance management, is not conducive to the target management to achieve the assessment. Based on this, through access to a large number of domestic and foreign relevant research literature, based on in-depth research the present status of the implementation of the S power supply company D workshop performance management system, analysis of the D workshop in formulation, key indicators in the implementation of the S power supply company performance management policy in the process of using the empirical research method of weight distribution, performance feedback, performance evaluation results of the use of existing problems, expounds the connotation of the concept of performance, performance management, performance the management process and the function, the principle of determining and extraction methods of key indicators, the weight distribution and the matters needing attention, performance evaluation, performance feedback, performance interview methods and techniques etc. The basic theory and key performance index system of S power supply company D workshop set up, weight distribution, performance feedback re design and improvement, and strive to build a set of objective and impartial, has the applicability and operability of the performance management system, to solve the defects of the original performance management system and the insufficiency, in order to make the performance management of S power supply company can be effectively implemented in the D workshop, and bring some benefit to improve the performance management level of D workshop.

【学位授予单位】：河北科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61

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