本文選題：績(jī)效考核 + 河北省送變電公司��； 參考：《華北電力大學(xué)》2014年碩士論文

【摘要】：績(jī)效考核是指企業(yè)在既定的戰(zhàn)略目標(biāo)下，采用特定的標(biāo)準(zhǔn)對(duì)部門或員工的工作行為和工作業(yè)績(jī)進(jìn)行評(píng)估和衡量的過程。隨著現(xiàn)代科學(xué)管理的不斷深入發(fā)展，績(jī)效考核已成為企業(yè)績(jī)效管理的核心內(nèi)容和建立激勵(lì)與約束機(jī)制的重要基礎(chǔ)。在國(guó)家電網(wǎng)公司建設(shè)“一強(qiáng)三優(yōu)”現(xiàn)代公司的戰(zhàn)略目標(biāo)下，績(jī)效考核工作的地位愈發(fā)凸顯，已成為實(shí)現(xiàn)“業(yè)績(jī)優(yōu)秀”的有效保障。尤其是績(jī)效考核的流程和信息化系統(tǒng)的建設(shè)，對(duì)公司績(jī)效管理和業(yè)績(jī)?cè)鲩L(zhǎng)至關(guān)重要。河北省送變電公司作為國(guó)家電網(wǎng)公司的下屬企業(yè)，績(jī)效考核工作的好壞對(duì)國(guó)家電網(wǎng)“一強(qiáng)三優(yōu)”戰(zhàn)略目標(biāo)的實(shí)現(xiàn)具有重要影響，，在全員績(jī)效管理不斷深化的時(shí)代，對(duì)績(jī)效考核流程和系統(tǒng)的研究非常必要。 本文在充分認(rèn)識(shí)河北省送變電公司加強(qiáng)績(jī)效考核工作流程優(yōu)化和系統(tǒng)設(shè)計(jì)重要意義的基礎(chǔ)上，從提升其績(jī)效考核能力和績(jī)效管理水平的角度出發(fā)，對(duì)河北省送變電公司的績(jī)效考核工作的流程和系統(tǒng)進(jìn)行了研究。河北省送變電公司目前形成的績(jī)效考核工作體系在貫徹了全員績(jī)效管理的思想，是比較科學(xué)的績(jī)效考核辦法。但由于考核流程欠清、標(biāo)準(zhǔn)性較差以及實(shí)際執(zhí)行不到位等原因使其在執(zhí)行過程中大打折扣，極大地影響了績(jī)效考核工作功能的發(fā)揮。為了提升河北省送變電公司績(jī)效考核工作的落實(shí)，亟需針對(duì)現(xiàn)有的考核辦法進(jìn)行考核流程的優(yōu)化和考核系統(tǒng)的設(shè)計(jì)。 因此，本文在績(jī)效考核理論和方法的指導(dǎo)下，對(duì)河北省送變電公司績(jī)效考核現(xiàn)狀進(jìn)行了分析；在歸納其中存在問題的基礎(chǔ)上，采用科學(xué)的研究方法對(duì)績(jī)效考核流程進(jìn)行了優(yōu)化研究，并對(duì)績(jī)效考核系統(tǒng)進(jìn)行了設(shè)計(jì)與應(yīng)用，既為河北省送變電公司開展績(jī)效考核工作提供了更加完善的規(guī)范和指導(dǎo)，也為績(jī)效考核工作的開展和績(jī)效考核辦法的落實(shí)提供了工具支持，能夠在很大程度上提升績(jī)效考核效率和效果。
[Abstract]:Performance appraisal refers to the process of evaluating and measuring the work behavior and performance of departments or employees by adopting specific standards under the established strategic objectives. With the continuous development of modern scientific management, performance appraisal has become the core content of enterprise performance management and an important basis for the establishment of incentive and constraint mechanism. Under the strategic goal of constructing "one strong, three excellent" modern companies, the status of performance appraisal has become more and more prominent, and has become an effective guarantee to realize "outstanding performance". Especially, the process of performance appraisal and the construction of information system are very important to the performance management and performance growth of the company. As a subordinate enterprise of the State Grid Company, Hebei Power Transmission and Transformation Company has an important impact on the realization of the strategic goal of "one strong and three excellent" of State Grid, and in the era of continuous deepening of performance management of all staff, the performance appraisal work has an important impact on the realization of the strategic goal of "one strong and three excellent". It is necessary to study the performance appraisal process and system. On the basis of fully understanding the important significance of strengthening the performance appraisal workflow optimization and system design of Hebei Power Transmission and Transformation Company, this paper sets out from the angle of improving its performance appraisal ability and performance management level. The performance evaluation process and system of Hebei Power Transmission and Transformation Company are studied. The performance appraisal system formed by Hebei Power Transmission and Transformation Company is a more scientific method of performance appraisal because it carries out the thought of all-staff performance management. However, due to the lack of clear assessment process, poor standard and the actual implementation is not in place and so on, the implementation process is greatly reduced, which greatly affects the function of performance appraisal. In order to improve the implementation of the performance appraisal of Hebei power transmission and transformation companies, it is urgent to optimize the assessment process and design the assessment system according to the existing assessment methods. Therefore, under the guidance of the theory and method of performance appraisal, this paper analyzes the present situation of the performance appraisal of Hebei power transmission and transformation company, and summarizes the existing problems in the performance appraisal. The performance appraisal process is optimized by scientific research method, and the performance appraisal system is designed and applied, which provides a more perfect standard and guidance for Hebei power transmission and transformation company to carry out the performance appraisal work. It also provides the tool support for the development of the performance appraisal and the implementation of the performance appraisal method, which can improve the efficiency and effect of the performance appraisal to a great extent.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.61

【參考文獻(xiàn)】

相關(guān)期刊論文 前9條

1 劉平,楊玉武,高映紅;傳統(tǒng)的績(jī)效考評(píng)與系統(tǒng)的績(jī)效管理[J];重慶商學(xué)院學(xué)報(bào);2002年06期

2 屈升輝;;我國(guó)企業(yè)應(yīng)用360度績(jī)效考核存在的問題及對(duì)策[J];湖南大眾傳媒職業(yè)技術(shù)學(xué)院學(xué)報(bào);2012年02期

3 張芝俠;;經(jīng)濟(jì)增加值在電力企業(yè)經(jīng)營(yíng)業(yè)績(jī)考核中的應(yīng)用[J];中國(guó)外資;2011年12期

4 陳藝恒;;企業(yè)財(cái)務(wù)管理業(yè)績(jī)?cè)u(píng)價(jià)方法探討[J];現(xiàn)代商業(yè);2011年30期

5 楊希艷;;EVA作為業(yè)績(jī)考核核心指標(biāo)的思考[J];現(xiàn)代商業(yè);2012年06期

6 徐斌;;河南石油勘探局水電廠以KPI為核心員工業(yè)績(jī)考核體系[J];中國(guó)人力資源開發(fā);2006年07期

7 王發(fā)明;;矩陣式組織結(jié)構(gòu)績(jī)效考核流程設(shè)計(jì)——以浙江能源集團(tuán)半山電廠設(shè)計(jì)部門為例[J];中國(guó)人力資源開發(fā);2009年03期

8 李守舉;姜振杰;;業(yè)績(jī)考核評(píng)價(jià)指標(biāo)體系構(gòu)建研究[J];現(xiàn)代企業(yè)教育;2011年15期

9 許燕玲;馬俊;;量化績(jī)效考核激發(fā)正能量[J];中國(guó)醫(yī)院院長(zhǎng);2013年01期

本文編號(hào)：2072351