通过对国内外的绩效考核研究现状进行分析,得到中国企业的绩效考核工作仍
处于探索阶段,绩效考核的研究体系还不健全,突显了目前加强绩效考核体系建设
的必要性和重要性,对于大型电力企业而言,加强绩效考核体系建设更是重中之重
本文在明确了研究思路和内容的基础上,通过对永丰供电公司变电运检班组进行问
卷调查和访谈,对其班组岗位设计、班组人资管理和班组绩效考核制度等方面进行
分析研究,进而发现班组考核制度中问题存在于什么方面及问题存在的原因,通过
运用将调查分析和实证研究结合在一起的方法,最终提出基于现有条件的班组绩效
考核体系改进办法和基于 KPI 的班组量化绩效考核优化方案,完善相关供电企业班
组绩效考核制度,并为以后的研究给予一定程度上的参考依据
通过对永丰供电公司变电运检班组绩效考核的内容、办法、程序、结果应用、
沟通和保障等五个方面进行绩效考核体系现状分析,发现其绩效考核体系存在着以
下六个方面的问题:1)绩效考核目的模糊性减弱了考核对班组业绩的积极作用,2)
考核指标未体现岗位设计的特殊性,3)考核制度不能客观评估员工工作业绩,4)
绩效考核制度未能与员工岗位和职业晋升挂钩,5)缺乏有效绩效考评结果反馈机
制,6)绩效考核者能力相对欠缺,7)绩效考核宣传和培训力度相对欠缺。结合绩
效考核体系存在的七个方面的问题及其分析结果,采用问卷调查的方式收集数据,
分析数据后开始对绩效考核体系进行相关设计工作的开展,确定明确的设计原则和
设计框架,确定各级绩效考核指标、权重及程序,建立相应的保障措施来确保绩效华北电力大学硕士学位论文
II
考核体系的实施应用。永丰供电公司变电运检班组绩效考核体系的设计,创新性地
使用了绩效考核理论,全面而清晰地为供电企业组班绩效管理提供理论框架
关键词:绩效考核;变电运检组;KPI;绩效考核体系华北电力大学硕士学位论文
III
Abstract
At present, the rapid development of the domestic economy, the rapid expansion of
the total national economy, in the impressive development performance, but also hidden
some instability factors. These all-round comprehensive adjustment and transformation,
making the main market management mechanism is facing higher demands and face
more diverse challenges. Power supply companies in the production and life is essential,
as an important part of the national economy, its own market changes in the derivation of
many problems, which its traditional performance appraisal system is a change in the
promotion of force. In summary, in the current power supply enterprise performance
appraisal system there are several problems, that is, the assessment of the indicators set
unscientific, the effectiveness of the examination to be improved, the specific elements of
the assessment of lack of factors, the lack of assessment of the final results
implementation and so on, so the existing problems affect the performance of the real
role of the assessment, so that it cannot really play the role of motivating employees.
Therefore, this paper will take the performance appraisal system of power transmission
service department of Yongfeng Power Supply Company as the research object. On the
basis of the relevant performance appraisal theory, this paper analyzes the current
situation of the company&39;s management, the existing problems in the operation and the
optimization of the power supply system to explore.
Through the analysis of the current situation of performance appraisal at home and
abroad, the performance appraisal work of Chinese enterprises is still in the exploratory
stage. The research system of performance appraisal is not perfect, which highlights the
necessity and importance of strengthening the performance appraisal system. Electric
power enterprises, to strengthen the performance appraisal system are even more
important. On the basis of clarifying the research ideas and contents, this paper analyzes
and investigates the team design, team management and team performance evaluation
system of Yongfeng Power Supply Company. , And then find out what the problems in
the team assessment system exist and the reasons for the existence of the problem.
Through the use of the combination of survey analysis and empirical research, the team
performance improvement system based on the existing conditions and the KPI based
team quantitative performance appraisal optimization program, improve the relevant
power supply enterprise team performance appraisal system, and for the future research
to give a certain degree of reference.
Through the analysis of the status quo of the performance appraisal system of five
aspects: the content, the method, the procedure, the application of the result, the
communication and the guarantee of the performance evaluation of the transformer华北电力大学硕士学位论文
IV
substation team of Yongfeng Power Supply Company, it is found that there are six
problems in the performance appraisal system:1) the purpose of performance evaluation
vagueness weakened the assessment of the team&39;s positive performance, 2) assessment
indicators did not reflect the particularity of job design, 3) assessment system cannot
objectively assess the performance of staff performance, 4) performance appraisal system
and staff positions And career promotion linked to, 5) lack of effective performance
evaluation results feedback mechanism, 6) performance appraisal ability is relatively
lacking.Based on the six aspects of the performance appraisal system and the results of
the analysis, the questionnaire was used to collect the data, analyze the data and start to
carry out the related design work of the performance appraisal system, identify the clear
design principles and design framework, Level performance appraisal indicators, weights
and procedures, the establishment of appropriate safeguards to ensure the implementation
of performance appraisal system applications. The design of the performance appraisal
system of the transformer substation team of Yongfeng Power Supply Company, using
the performance appraisal theory creatively, provides a comprehensive and clear
theoretical framework for the performance management of power supply enterprises.
Keywords: performance assessment; power transmission service department; KPI;
performance appraisal system华北电力大学硕士学位论文
V
目录
摘要.....I
ABSTRACTIII
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