SZ供电局变电站绩效管理模式及考核制度优化

发布时间：2018-01-25 16:46

本文关键词： 绩效管理员工绩效考核电力企业变电站　出处：《西南交通大学》2017年硕士论文　论文类型：学位论文

【摘要】：针对SZ供电局变电站基层班组绩效管理工作开展不理想,绩效管理不能有效提升员工工作积极性的问题,本人开展本文的研究。本文通过资料调研、问卷调查、案例分析等方法,对SZ供电局变电站现行的绩效管理模式进行了深入细致的分析,并针对该模式目前存在的问题设计了一种优化改良方案。论文的主要研究内容及结论如下:针对SZ供电局变电站现行绩效管理总体满意度、考核目标、绩效合约和指标制订员工参与程度、绩效沟通和辅导、考核结果的申诉及应用等方面进行问卷调查,形成可量化数据。通过对调查结果分析,发现现行绩效管理模式存在以下几个方面的问题:绩效管理模式体系设置不合理,员工绩效指标与上级绩效指标脱节、不同岗位指标缺乏针对性、指标评分标准模糊、指标权重不合理;绩效考核管理过程不科学。管理意识薄弱、缺乏合理性和连续性、重结果轻过程;在绩效管理开展过程中,目标制定、实施过程、绩效反馈、管理改进等环节都缺少员工参与;绩效考核结果处理和应用不当。进行SZ供电局变电站绩效管理模式SWOT分析,从优势(Strength)、劣势(Weakness)、机会(Opportunities)、风险(Threats)四个角度,分析了SZ供电局内外部优劣势和机遇和风险。提出SZ供电局变电站绩效管理模式优化方案。依据SZ供电局发展战略地图及对其关键成功因素分析,层层提取与变电站运维的关键绩效考核指标(KPI),确定员工岗位职责及其对应KPI。注重基层变电站绩效管理目标与公司发展战略相一致,指标给出可量化评分标准,合理设置各指标间权重,并建立员工沟通与反馈机制,并提出实施过程中注意事项确保考核过程的科学性。该方案解决了当前SZ供电局变电站绩效管理模式存在的问题。提出绩效考核结果在薪酬分配、岗位调配和晋升、教育培训上的应用制度,并提出注意事项,加强考核结果的处理及应用制度建设。
[Abstract]:In view of the problem that the performance management of the basic teams of SZ Power supply Bureau substation is not ideal and the performance management can not effectively improve the enthusiasm of the staff, I carry out the research in this paper. Questionnaire survey, case analysis and other methods, SZ power supply bureau substation performance management model of the current in-depth and detailed analysis. The main research contents and conclusions are as follows: in view of the overall satisfaction of the current performance management of SZ power supply bureau substation, the assessment objectives. Performance contracts and indicators of staff participation, performance communication and guidance, assessment results of the appeal and application of questionnaires to form quantifiable data. Through the analysis of the results of the survey. Found that the current performance management model has the following problems: the performance management model system is unreasonable, employee performance indicators and superior performance indicators are out of touch, different job indicators lack of pertinence. The index score standard is fuzzy, the index weight is unreasonable; The management process of performance appraisal is not scientific. The management consciousness is weak, lack of rationality and continuity, and the emphasis on results is less than process; In the process of performance management, there is a lack of employee participation in the process of goal setting, implementation process, performance feedback, management improvement and so on. The SWOT analysis of the performance management mode of SZ power supply bureau substation is carried out, from the advantage to the Strength, the disadvantage is Weakness. There are four angles of opportunity: risk, risk, and risk. The advantages, disadvantages, opportunities and risks of SZ power supply bureau are analyzed. The optimization scheme of substation performance management mode of SZ power supply bureau is put forward. According to the map of development strategy of SZ power supply bureau and the analysis of its key success factors. Layer by layer extraction and substation operation and maintenance of the key performance evaluation indicators to determine the staff responsibilities and the corresponding KPI. pay attention to the grass-roots substation performance management objectives and the company's development strategy is consistent. The index gives the quantifiable scoring standard, reasonably sets up the weight of each index, and establishes the staff communication and feedback mechanism. The paper also puts forward the matters needing attention in the implementation process to ensure the scientific nature of the examination process. This scheme solves the problems existing in the current performance management mode of the substation of SZ Power supply Bureau and puts forward the results of the performance appraisal in the salary distribution. The application system of post allocation and promotion, education and training, and points for attention are put forward to strengthen the treatment of examination results and the construction of application system.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61

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