【摘要】：現(xiàn)階段國(guó)內(nèi)經(jīng)濟(jì)飛速發(fā)展,國(guó)民經(jīng)濟(jì)總量迅速膨脹壯大,在驕人的發(fā)展業(yè)績(jī)之下,也潛藏著一些不穩(wěn)定性的因素。這些全方位的綜合調(diào)整與轉(zhuǎn)變,使得市場(chǎng)主體管理機(jī)制的面臨被提出更高的要求和面對(duì)更多樣的挑戰(zhàn)。供電公司在生產(chǎn)生活中必不可少,作為國(guó)民經(jīng)濟(jì)的重要組成部分,其本身也在市場(chǎng)的變化中衍生出許多的問(wèn)題,這對(duì)其傳統(tǒng)的績(jī)效考核體系是一種變革的促發(fā)力。綜而概之,在當(dāng)下的供電企業(yè)績(jī)效考核制度體系內(nèi)存在著以下幾種問(wèn)題,即考核指標(biāo)的設(shè)置不科學(xué)、考核的實(shí)效性有待提高、考核要素的具體操作性不足,對(duì)于考核最終結(jié)果缺乏落實(shí)等等,如此存在的問(wèn)題影響了該績(jī)效考核真正作用的發(fā)揮,使得其無(wú)法真正發(fā)揮激勵(lì)員工的作用。因此,本文將以永豐供電公司變電運(yùn)檢班組的績(jī)效考核制度為研究對(duì)象,在相關(guān)績(jī)效考核理論的基礎(chǔ)上,對(duì)當(dāng)前公司管理現(xiàn)狀、經(jīng)營(yíng)中存在的問(wèn)題和優(yōu)化供電公司體制機(jī)制進(jìn)行深入探討。通過(guò)對(duì)國(guó)內(nèi)外的績(jī)效考核研究現(xiàn)狀進(jìn)行分析,得到中國(guó)企業(yè)的績(jī)效考核工作仍處于探索階段,績(jī)效考核的研究體系還不健全,突顯了目前加強(qiáng)績(jī)效考核體系建設(shè)的必要性和重要性,對(duì)于大型電力企業(yè)而言,加強(qiáng)績(jī)效考核體系建設(shè)更是重中之重。本文在明確了研究思路和內(nèi)容的基礎(chǔ)上,通過(guò)對(duì)永豐供電公司變電運(yùn)檢班組進(jìn)行問(wèn)卷調(diào)查和訪談,對(duì)其班組崗位設(shè)計(jì)、班組人資管理和班組績(jī)效考核制度等方面進(jìn)行分析研究,進(jìn)而發(fā)現(xiàn)班組考核制度中問(wèn)題存在于什么方面及問(wèn)題存在的原因,通過(guò)運(yùn)用將調(diào)查分析和實(shí)證研究結(jié)合在一起的方法,最終提出基于現(xiàn)有條件的班組績(jī)效考核體系改進(jìn)辦法和基于KPI的班組量化績(jī)效考核優(yōu)化方案,完善相關(guān)供電企業(yè)班組績(jī)效考核制度,并為以后的研究給予一定程度上的參考依據(jù)。通過(guò)對(duì)永豐供電公司變電運(yùn)檢班組績(jī)效考核的內(nèi)容、辦法、程序、結(jié)果應(yīng)用、溝通和保障等五個(gè)方面進(jìn)行績(jī)效考核體系現(xiàn)狀分析,發(fā)現(xiàn)其績(jī)效考核體系存在著以下六個(gè)方面的問(wèn)題:1)績(jī)效考核目的模糊性減弱了考核對(duì)班組業(yè)績(jī)的積極作用,2)考核指標(biāo)未體現(xiàn)崗位設(shè)計(jì)的特殊性,3)考核制度不能客觀評(píng)估員工工作業(yè)績(jī),4)績(jī)效考核制度未能與員工崗位和職業(yè)晉升掛鉤,5)缺乏有效績(jī)效考評(píng)結(jié)果反饋機(jī)制,6)績(jī)效考核者能力相對(duì)欠缺,7)績(jī)效考核宣傳和培訓(xùn)力度相對(duì)欠缺。結(jié)合績(jī)效考核體系存在的七個(gè)方面的問(wèn)題及其分析結(jié)果,采用問(wèn)卷調(diào)查的方式收集數(shù)據(jù),分析數(shù)據(jù)后開(kāi)始對(duì)績(jī)效考核體系進(jìn)行相關(guān)設(shè)計(jì)工作的開(kāi)展,確定明確的設(shè)計(jì)原則和設(shè)計(jì)框架,確定各級(jí)績(jī)效考核指標(biāo)、權(quán)重及程序,建立相應(yīng)的保障措施來(lái)確保績(jī)效考核體系的實(shí)施應(yīng)用。永豐供電公司變電運(yùn)檢班組績(jī)效考核體系的設(shè)計(jì),創(chuàng)新性地使用了績(jī)效考核理論,全面而清晰地為供電企業(yè)組班績(jī)效管理提供理論框架。
[Abstract]:With the rapid development of domestic economy and the rapid expansion of the national economy, there are also some unstable factors. These comprehensive adjustment and transformation make the management mechanism of market main body face higher requirements and more diverse challenges. As an important part of the national economy, the power supply company is indispensable in the production and life, and it also has a lot of problems in the changes of the market, which is a driving force for the change of its traditional performance appraisal system. In general, the following problems exist in the current performance appraisal system of power supply enterprises, that is, the setting of assessment indicators is not scientific, the effectiveness of the assessment needs to be improved, and the concrete operation of the assessment elements is insufficient. For the lack of implementation of the final results and so on, such problems affect the performance appraisal of the real role of play, make it can not really play the role of incentive staff. Therefore, this paper will take the performance appraisal system of the substation inspection team of Yongfeng Power supply Company as the research object, and on the basis of the relevant performance appraisal theory, to the current company management present situation, The problems existing in the operation and the optimization of the power supply company system mechanism are discussed in depth. Based on the analysis of the current situation of performance appraisal at home and abroad, it is found that the performance appraisal of Chinese enterprises is still in the exploratory stage, and the research system of performance appraisal is not perfect. It highlights the necessity and importance of strengthening the construction of performance appraisal system. For large power enterprises, strengthening the construction of performance appraisal system is the most important. Based on the clear ideas and contents of the research, this paper analyzes and studies the design of the shift position, the management of team personnel and the evaluation system of team performance through the questionnaire survey and interview of the substation operation inspection team of Yongfeng Power supply Company. Then find out what problems exist in the examination system and the reasons for the problems, through the use of the method of combining investigation and analysis with empirical research, Finally, the paper puts forward the improvement method of team performance appraisal system based on the existing conditions and the optimized scheme of team quantification performance appraisal based on KPI, and consummates the performance appraisal system of relevant power supply enterprises. And to provide a certain degree of reference for future research. This paper analyzes the current situation of the performance appraisal system in five aspects: content, method, procedure, result application, communication and guarantee of the performance appraisal system of the substation operation inspection team of Yongfeng Power supply Company. It is found that there are six problems in the performance appraisal system: 1) the fuzziness of the purpose of performance appraisal weakens the positive effect of appraisal on team performance. 2) the evaluation index does not reflect the particularity of post design. Evaluation of employee performance 4) failure of performance appraisal system to be linked to employee post and career promotion 5) lack of effective performance appraisal result feedback mechanism 6) ability of performance evaluator is relatively lacking 7) performance appraisal propaganda and training are relatively lacking. Combining with the problems in the performance appraisal system and its analysis results, the paper collects the data by questionnaire, and begins to design the performance appraisal system after analyzing the data. The clear design principles and design framework, the performance appraisal index, weight and procedure at all levels are determined, and the corresponding safeguard measures are established to ensure the implementation and application of the performance appraisal system. The design of the performance appraisal system of the substation operation inspection team in Yongfeng Power supply Company innovatively uses the performance appraisal theory and provides a theoretical framework for the performance management of the power supply enterprise.
【學(xué)位授予單位】：華北電力大學(xué)(北京)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.61

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