基于胜任力的变电运行人员绩效与培训模式研究

发布时间：2018-03-10 11:50

本文选题：胜任力模型　切入点：变电运行人员　出处：《华北电力大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着国家新一轮电力体制改革的深入,电网企业所面临的内外部环境将发生深刻变化,其经营管理也将面临前所未有的挑战。企业间的竞争归根到底是人才的竞争,而人才是科技进步和社会经济发展的主要驱动力。企业具有优秀人才就具有了竞争的主动权,就能在激烈的社会竞争中立于不败之地。而如何建立科学合理的胜任岗位需要的人才标准,如何对现有岗位上的员工进行合理的绩效管理和科学的培训开发已经成为企业人力资源管理者不得不面对的问题。基于胜任力的绩效管理关注企业的未来绩效、员工的能力表现以及员工潜能,最大化的激发员工工作积极性和能动性。基于胜任力的绩效考核,使管理者能够更好的了解企业员工工作中存在的能力素质问题,并能给企业人力资源培训开发提供决策依据。本文以国网北京房山供电公司变电运行人员绩效管理与培训开发体系建设为研究对象,结合公司实际情况,首先梳理了公司变电运行人员的职责分1根据公司发展战略、部门职责、岗位分工构建出变电运行人员胜任力模型。通过胜任力模型的构建为变电运行人员绩效考核的公平、公正提供技术支持,激发了员工工作积极性,从整体上提高其绩效水平。其次,根据变电运行人员的胜任力要求和绩效考核的结果,对培训体系进行设计,依据胜任力要项提炼出知识、技能模块,优化变电运行课程体系与培训方式,进一步激发变电运行人员的内在潜力,提高其岗位胜任力。最后通过建立科学完善的绩效考核与培训开发体系推动公司不断向前发展,并在公司的可持续发展过程中不断改进完善,形成良性循环,从而大幅度提升公司竞争力。本文的研究成果为电力企业变电运行人员的绩效管理和培训开发提供了借鉴和参考价值。
[Abstract]:With the deepening of the new round of electric power system reform in China, the internal and external environment faced by power grid enterprises will undergo profound changes, and their management will also face unprecedented challenges. The competition among enterprises is, in the final analysis, the competition for talents. Talent is the main driving force of scientific and technological progress and social and economic development. Enterprises with outstanding talents have the initiative to compete. And how to set up scientific and reasonable standards for qualified personnel, How to carry on the reasonable performance management and the scientific training development to the present position staff has become the question which the enterprise human resources manager has to face. The performance management based on the competence pays close attention to the enterprise's future performance. The ability performance and potential of employees, maximize the motivation and initiative of employees. Based on competency performance evaluation, managers can better understand the problems of competence and quality in the work of enterprise employees. This paper takes the performance management and training and development system construction of substation operator of Beijing Fangshan Power supply Company as the research object, combined with the actual situation of the company. Firstly, the author sorts out the responsibilities of substation operators. 1 according to the company's development strategy, departmental responsibilities and job division, the competency model of substation operators is constructed. Through the construction of competency model, it is fair to evaluate the performance of substation operators. Provide technical support fairly, stimulate the enthusiasm of employees, improve the overall performance level. Secondly, according to the competency requirements of substation operators and the results of performance evaluation, the training system is designed. According to the key items of competence, the knowledge and skill modules can be extracted, the course system and training methods of substation operation will be optimized, and the inherent potential of transformer operators will be further stimulated. Finally, through the establishment of scientific performance appraisal and training and development system to promote the company's continuous development, and in the process of sustainable development of the company to constantly improve and improve, forming a virtuous circle, The research results of this paper provide reference and reference value for the performance management and training and development of substation operators in electric power enterprises.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F426.61;F272.92

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