GD電力局員工績效管理研究
發(fā)布時間：2018-10-18 11:54
【摘要】：在適應(yīng)國家的能源戰(zhàn)略要求,保證國家經(jīng)濟高速發(fā)展的背景下,我國電力體制改革不斷深入,電力市場競爭加劇,改革最終將打破發(fā)電、輸電、配電、售電各環(huán)節(jié)的壟斷,建成一個開放、公平、自由競爭的電力市場。在這種形勢下,電力企業(yè)必須尋求自我突破和創(chuàng)新,進一步提升企業(yè)的經(jīng)營管理水平來適應(yīng)電力體制改革了展需要。績效管理作為企業(yè)戰(zhàn)略目標實現(xiàn)的關(guān)鍵,正日益得到企業(yè)重視。怎樣構(gòu)建一套適應(yīng)的績效管理體系,對此進行研究,在當(dāng)前形勢下具有重大的社會和經(jīng)濟意義。 本文首先對電力職工的績效管理問題的國內(nèi)外研究情況進行了文獻調(diào)查與了解,結(jié)合GD電力局績效管理的實際情況,提出本文的研究內(nèi)容是重在績效評價的科學(xué)性,研究方法主要是實情總結(jié),實證分析,借鑒指導(dǎo)的邏輯方法。 其次,對績效管理的基本知識進行了概括性地闡述,包括基本概念、管理體系、常用方法等。同時,運用這些知識,評述了GD電力局的發(fā)展狀況,該局績效管理的情況和存在的問題�，F(xiàn)有績效評價指標,考核實施細別,績效管理機構(gòu)、管理人員、評價標準和制度的體系基本齊全。問題是績效管理意識不強,績效評價導(dǎo)向與企業(yè)發(fā)展方向不協(xié)同,忽視績效輔導(dǎo)溝通的作用等。 其三、重點討論電力職工績效管理的優(yōu)化方法問題。包括管理目標、管理原則的科學(xué)性問題；績效管理方案的科學(xué)性和有效性。從體制上,評價周期及評價結(jié)構(gòu)設(shè)計上,指標量化標準問題等方面都提出了本人的看法。同時從績效管理方案設(shè)計到方案實施,實施過程監(jiān)控、管理結(jié)果反饋與改善績效評價結(jié)果,如何用于薪酬管理,工作激勵,工作控制等方面進行了流程設(shè)計,使文章更具實踐性,更有可操作性。 文章最后討論了GD電力局員工績效管理的優(yōu)化措施。主要有強化宣傳,正確引導(dǎo)員工思想,加強培訓(xùn),切實提升員工素質(zhì)、建立績效目標承諾體制等措施。
[Abstract]:Under the background of meeting the requirements of national energy strategy and ensuring the rapid development of national economy, the electric power system reform in China is deepening and the competition in the electricity market is intensifying. The reform will eventually break the monopoly of power generation, transmission, distribution and electricity sale. Build an open, fair and freely competitive electricity market. In this situation, electric power enterprises must seek self-breakthrough and innovation to further improve the management level of enterprises to meet the needs of the power system reform. Performance management, as the key to the realization of strategic goals, is being paid more and more attention by enterprises. It is of great social and economic significance to study how to construct a set of adaptive performance management system. In this paper, first of all, the domestic and foreign research on the performance management of electric power workers is investigated and understood. Combined with the actual situation of performance management in GD power bureau, the paper puts forward that the research content of this paper is the scientific nature of performance evaluation. The research method is mainly a summary of the facts, an empirical analysis, and a logical method for reference. Secondly, the basic knowledge of performance management is summarized, including basic concepts, management system, common methods and so on. At the same time, using these knowledge, this paper reviews the development of GD Power Bureau, the performance management of the Bureau and the existing problems. The existing performance evaluation index, appraisal implementation detail, performance management organization, management personnel, evaluation standards and systems are basically complete. The problems are that the consciousness of performance management is not strong, the orientation of performance evaluation and the direction of enterprise development are not coordinated, and the function of performance guidance and communication is ignored. Third, the paper focuses on the optimization of performance management of electric power workers. Including management objectives, management principles of scientific issues, performance management program scientific and effective. In terms of system, evaluation cycle and evaluation structure design, index quantification standard and so on, this paper puts forward my own views. At the same time, from the performance management scheme design to the implementation, the implementation process monitoring, the management result feedback and the improvement performance appraisal result, how to use in the salary management, the work incentive, the work control and so on has carried on the process design. Make the article more practical, more operable. Finally, the paper discusses the optimization measures of employee performance management in GD Power Bureau. Such measures as strengthening propaganda, correctly guiding employees' thoughts, strengthening training, improving employees' quality, and establishing performance goal commitment system are the main measures.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.61
本文編號：2279047
[Abstract]:Under the background of meeting the requirements of national energy strategy and ensuring the rapid development of national economy, the electric power system reform in China is deepening and the competition in the electricity market is intensifying. The reform will eventually break the monopoly of power generation, transmission, distribution and electricity sale. Build an open, fair and freely competitive electricity market. In this situation, electric power enterprises must seek self-breakthrough and innovation to further improve the management level of enterprises to meet the needs of the power system reform. Performance management, as the key to the realization of strategic goals, is being paid more and more attention by enterprises. It is of great social and economic significance to study how to construct a set of adaptive performance management system. In this paper, first of all, the domestic and foreign research on the performance management of electric power workers is investigated and understood. Combined with the actual situation of performance management in GD power bureau, the paper puts forward that the research content of this paper is the scientific nature of performance evaluation. The research method is mainly a summary of the facts, an empirical analysis, and a logical method for reference. Secondly, the basic knowledge of performance management is summarized, including basic concepts, management system, common methods and so on. At the same time, using these knowledge, this paper reviews the development of GD Power Bureau, the performance management of the Bureau and the existing problems. The existing performance evaluation index, appraisal implementation detail, performance management organization, management personnel, evaluation standards and systems are basically complete. The problems are that the consciousness of performance management is not strong, the orientation of performance evaluation and the direction of enterprise development are not coordinated, and the function of performance guidance and communication is ignored. Third, the paper focuses on the optimization of performance management of electric power workers. Including management objectives, management principles of scientific issues, performance management program scientific and effective. In terms of system, evaluation cycle and evaluation structure design, index quantification standard and so on, this paper puts forward my own views. At the same time, from the performance management scheme design to the implementation, the implementation process monitoring, the management result feedback and the improvement performance appraisal result, how to use in the salary management, the work incentive, the work control and so on has carried on the process design. Make the article more practical, more operable. Finally, the paper discusses the optimization measures of employee performance management in GD Power Bureau. Such measures as strengthening propaganda, correctly guiding employees' thoughts, strengthening training, improving employees' quality, and establishing performance goal commitment system are the main measures.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.61
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