本文選題：電力企業(yè) + 部門經(jīng)理　； 參考：《吉林大學(xué)》2017年碩士論文

【摘要】：企業(yè)的競爭不僅是資金、技術(shù)和產(chǎn)品或服務(wù)的競爭,更是人力資源的競爭。人力資源已然稱為一個企業(yè)獲得競爭優(yōu)勢的重要原因,而績效考核在人力資源管理中又發(fā)揮著舉足輕重的作用,因此許多企業(yè)都非常重視員工的績效考核�？冃Э己耸菍ζ髽I(yè)員工的工作績效評價的一個過程。這個評價過程可用來形成公正客觀的人事決策,并為員工提供反饋通道,使得員工明確企業(yè)對其績效的考核結(jié)果,并為員工制定培訓(xùn)發(fā)展計劃,更可作為薪資調(diào)整、員工獎懲、降級或晉升、解聘、崗位調(diào)動等人事決策的依據(jù)。HD電力公司是中電集團的控股公司,本論文針對HD電力公司西南地區(qū)部門經(jīng)理管理人員績效考核體系進行研究,結(jié)合HD電力公司西南地區(qū)部門經(jīng)理的工作特點及電力行業(yè)的實際情況,將嘗試優(yōu)化建立適合該HD電力公司西南地區(qū)部門經(jīng)理管理人員績效考核指標(biāo)體系及制定其標(biāo)準(zhǔn)及權(quán)重,以創(chuàng)新的方式將量化考核方式運用到電力公司部門經(jīng)理的績效考核工作中,彌補了以往電力行業(yè)管理人員績效考核中定性考核為主、缺少定量考核的缺陷。本文設(shè)計了一套完整的績效考核指標(biāo)體系以及制定指標(biāo)標(biāo)準(zhǔn)及權(quán)重,設(shè)定了相應(yīng)的計算方法、績效考核周期,并根據(jù)HD電力公司西南地區(qū)實際的經(jīng)營情況合理安排績效考核結(jié)果的應(yīng)用,并提出相關(guān)的績效考核方案實施保障措施。本文通過對HD電力公司西南地區(qū)部門經(jīng)理績效考核現(xiàn)狀及存在的問題進行系統(tǒng)的調(diào)查分析,結(jié)合該企業(yè)的發(fā)展戰(zhàn)略和管理職能部門員工的工作績效特點,對HD電力公司西南地區(qū)部門經(jīng)理績效考核體系進行了更加科學(xué)的設(shè)計和優(yōu)化。因此,本文的研究成果對HD電力公司以及電力企業(yè)具有一定的指導(dǎo)意義。
[Abstract]:The competition of enterprises is not only the competition of funds, technology and products or services, but also the competition of human resources. Human resource has been regarded as an important reason for an enterprise to gain competitive advantage, and performance appraisal plays an important role in human resource management. Therefore, many enterprises attach great importance to employee performance appraisal. Performance appraisal is a process of evaluating the work performance of enterprise employees. This evaluation process can be used to form an impartial and objective personnel decision, and provide feedback channels for employees, so that employees can make clear the results of their performance appraisal, and formulate training and development plans for employees, which can also be used as salary adjustments, staff rewards and punishments. The basis of personnel decision such as demotion or promotion, dismissal, post transfer etc. HD Power Company is the holding company of China Light and Power Group. This paper studies the performance appraisal system of managers in southwest department of HD power company. According to the working characteristics of the managers in the southwest of the HD power company and the actual situation of the power industry, this paper tries to optimize and establish the performance evaluation index system for the managers in the southwest area of the HD power company, and make the standards and weights. The quantitative assessment method is applied to the performance appraisal of the department manager of the electric power company in an innovative way, which makes up for the defects of the former qualitative appraisal of the managers in the electric power industry, but the lack of the quantitative assessment. This paper designs a complete performance appraisal index system, and formulates the index standard and the weight, sets the corresponding calculation method, the performance appraisal cycle, According to the actual operating situation in southwest of HD Power Company, the application of performance appraisal results is reasonably arranged, and the relevant performance appraisal scheme is put forward to implement the safeguard measures. This paper makes a systematic investigation and analysis on the present situation and existing problems of the performance appraisal of the managers in the southwest of HD Power Company, combining the development strategy of the enterprise and the working performance characteristics of the staff of the management function department. This paper designs and optimizes the performance appraisal system of department manager in Southwest area of HD Power Company. Therefore, the research results of this paper have a certain guiding significance for HD power companies and power enterprises.
【學(xué)位授予單位】：吉林大學(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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