【摘要】：隨著我國電力體制改革的不斷推進和深化,供電公司如何更好的推進全員績效考核成為一個迫切需要解決的問題。供電公司職能部室員工是供電企業(yè)生產(chǎn)運營的具體指揮者,這些指揮者的績效好壞直接影響著供電企業(yè)的運營效率和戰(zhàn)略目標的實現(xiàn)。因此,如何加強對職能部室員工的激勵、提升他們的績效,對供電企業(yè)的發(fā)展十分重要。國內(nèi)關(guān)于國有企業(yè)中層管理人員績效考核、供電企業(yè)員工績效考核方面的研究較多,但對國有企業(yè)管理部門人員的績效考核研究較少,尤其是對供電企業(yè)職能部室員工績效考核的研究幾乎沒有。本文以績效考核基本理論為指導(dǎo),對Y供電公司職能部室員工績效考核工作進行調(diào)查研究。在調(diào)查研究中,本文主要采用了文獻歸納法、問卷調(diào)查法、專家訪談法、統(tǒng)計分析法。通過調(diào)查研究發(fā)現(xiàn)Y供電公司職能部室員工績效考核工作主要存在職能部室考核評價機制不完善、KPI指標評價不科學(xué)、360度定性指標評價不科學(xué)、績效經(jīng)理人沒有履職好相應(yīng)職責(zé)、績效考核的結(jié)果設(shè)計和運用不科學(xué)等問題。建議Y供電公司通過完善職能部室員工績效考核方式、優(yōu)化KPI指標設(shè)置與考核評價體系、優(yōu)化職能部室員工績效結(jié)果分布與應(yīng)用、提升績效經(jīng)理人履職盡責(zé)能力等方法,進一步改進職能部室員工績效考核工作,通過職能部室員工管理能力的提升,帶動整個Y供電公司整體業(yè)績和市場競爭力的提升。
[Abstract]:With the development and deepening of electric power system reform in China, how to improve the performance evaluation of power supply companies has become an urgent problem to be solved. The staff of the functional department of the power supply company are the specific commanders of the production and operation of the power supply enterprise. The performance of these commanders directly affects the operation efficiency and the realization of the strategic goal of the power supply enterprise. Therefore, it is very important for the development of power supply enterprise to strengthen the incentive to the staff of the functional department and improve their performance. In China, there are many researches on the performance appraisal of the middle managers in the state-owned enterprises and the performance appraisal of the employees in the power supply enterprises, but there are few researches on the performance appraisal of the personnel in the management department of the state-owned enterprises. In particular, there is almost no research on the performance appraisal of functional department staff in power supply enterprises. Under the guidance of the basic theory of performance appraisal, this paper investigates and studies the performance appraisal of functional department staff in Y power supply company. In the investigation, this paper mainly adopts the method of literature induction, questionnaire survey, expert interview and statistical analysis. Through the investigation and study, it is found that the performance evaluation of the functional department staff in Y power supply company is mainly due to the imperfect evaluation mechanism of the functional department and the unscientific evaluation of the KPI index and the unscientific evaluation of the 360-degree qualitative index, and the failure of the performance manager to carry out his duties. The result design and application of performance appraisal are not scientific and so on. It is suggested that Y power supply company should optimize the performance evaluation method of functional department staff, optimize the KPI index setting and evaluation system, optimize the distribution and application of the performance results of the functional department staff, and improve the performance managers' ability to perform their duties with due diligence. Further improve the performance evaluation of functional department staff, through the functional department staff management ability to promote the overall performance of the entire Y power supply company and market competitiveness.
【學(xué)位授予單位】：揚州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.61

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