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1、分类号： 学校代码：10079 密级：华 北 电 力 大 学 硕 士 学 位 论 文题 目：发电企业绩效管理制度研究与改革方案设计英 文 题 目：The performance management system of electricity power enterprise studies and reforms conceptual design研究生姓名：陈子波 专业：技术经济及管理研 究 方向：人力资源管理导 师 姓名：何永贵 职称：教授论文提交日期：2003年12月26日 华 北 电 力 大 学华 北 电 力 大 学硕 士 学 位 论 文 摘 要 论文题目： 发电企业绩效管理制度研究
2、与改革方案设计研究生姓名： 陈子波 专业： 技术经济及管理研究方向： 人力资源管理导师姓名： 何永贵 职称：教授2003年12月26日发电企业绩效管理制度研究与改革方案设计随着电力体制改革的全面深入展开,发电企业面临“厂网分开、竟价上网”的竞争格局，充分作好人力资源整合工作对提高企业的竞争力是一项非常重要的举措。其中，绩效管理是人力资源管理中的核心部分，是提高企业人力资源管理水平的一项重要的内容。本文通过对西方发达国家发电企业和国内发电企业的比较研究与分析，提出了适合我国发电企业改革的考核设计方案。本文主要研究内容：从战略的角度对发电企业的绩效考核工作进行分析、以系统的观点对企业的考核制度进行
3、优化设计，将原先的部门考核与个人绩效考核相结合，重点完善了发电企业二次分配制度。本文基于大型发电企业集团直属的一线单位发电厂的基础性研究，进而从最基本的单元清楚地了解到发电行业的整体绩效管理现状，形成了“绩效”=“结果+过程” 的设计思路。最终作者设计出了一套以结果考核和过程考核相结合的一种考核方式，改进了原来发电企业仅进行结果考核的现状。1发电企业绩效管理现状研究通过对若干家电厂进行了实地的考察以及资料的分析情况看，这些电厂目前基本都是采用如下考核机制：领导班子的三项责任制考核（资产经营目标责任制考核、安全生产责任制考核、党风廉政及精神文明建设考核）。这样的机制，一方面应该充分肯定多年来落实
4、考核工作中所取得的成绩，另一方面我们经过全面研究电厂绩效管理体系和广泛访谈调查后认为，电厂现行的绩效管理体系面对市场经济环境的变化尚存在有待改进的诸多问题，需要消除由此产生的诸多负面效用。电厂目前所进行的绩效考核，只是绩效管理中的一个环节，并没有系统的从提高企业绩效的角度来改善企业考核体系。几方面的考核工作或者是独立开展，或者是并行，导致各项考核工作在时间及内容出现重叠甚至冲突，造成管理成本浪费；而且，占用员工大量工作时间极易引起抵触情绪，不利于工作的有效开展。电厂现行上级考核下级的单方面的纵向考核，存在着监督机制缺位的问题。监督机制的存在主要是防止和纠正人为因素（如人际关系）等非考核因素对考
5、核过程和结果的影响，以保证考核的客观性、公正性。建立完善监督机制的同时，还需要配套建设考核结果申诉机制，接受处理职工对考核的申诉，并对不合理的考核结果进行调整。部门考核相对较为完善，但指标的选取缺乏规范。现行指标的选取并不是由上下级沟通制定，而是单项流程，导致指标没有达到按照关键绩效指标的原则进行选取，不能很好的支持企业战略目标的实现。电厂目前不论是进行部门考核、还是班组考核都是属于部门考核的范畴，而个人考核都是直接上级根据下级的工作情况、与同事、上级的关系情况进行考核，而没有明确的标准，随意性较强，导致员工对考核工作意见很大。考核的主要作用应该是发现问题并及时采取有效措施来加以解决，进而避免
6、产生问题，最终目的是调动职工工作积极性、改善工作行为与组织目标相吻合，提高工作绩效。从这一目的出发，考核应该更加重视过程，而不能过分强调结果以及结果的使用；当然，如果过于忽视结果的使用，也会使考核者和被考核者不重视考核过程、达不到考核的目的。从考核体系看，由于不能完全落实，考核只是为了员工的奖金分配，因此并不能体现对员工的激励。2.绩效考核制度设计思路：2.1整体设计路径根据对诸多家电厂考核制度的调研发现，目前发电企业“部门考核制度”相对较为完善，但考核仍不到位关键是因为部门内部考核工作没有依据可循，也就是说，电厂目前基本上都没有个人考核。根据这一特点，我们认为发电企业绩效考核制度设计的重点是
7、个人绩效考核。2.2 考核方案设计要求绩效考核方案是实施绩效管理的可操作方案。一个良好的考核方案需要满足以下几项要求：（1）全面、简单与有效；（2）明确与具体；（3）一致与可靠；（4）客观与公正；（5）参与和公开。2.3设计基本程序：绩效管理制度设计的最根本原则是支持企业战略目标的实现。首先，从了解企业的战略发展目标以及业务重点入手，对各岗位进行工作分析，设计出每个岗位的工作说明书；接着对所搜集上来的岗位进行分层分类，这样可以区分出各岗位之间的工作性质，针对各岗位之间的不同点，设计职业发展通道；然后针对不同类的员工分别设计考核流程、考核指标、考核标准、考核周期等；最后设计考核的组织与实施过程，
8、以及结果运用方式。最终形成一种绩效改进的效果，因为绩效改进才是绩效考核的最终目的。这样，我们就完成了整体的考核方案。3考核设计方案3.1发电企业考核体系特点几乎每一家发电企业都十分重视对安全生产的考核，在几十年的工作中总结了相当细致的安全考核条例，也十分符合发电企业性质的需要。所以，我们把电厂考核体系分为安全生产行为规范考核和岗位工作绩效考核（包括平时考核和年度综合评价）两个维度构成，这也是与其他类型企业考核不同之处。3.2安全生产行为规范考核安全生产行为规范考核，在电厂已经实行了若干年也比较完善，每个电厂都有统一的安全生产经济奖惩管理规定。这项规定是电力企业经过数十年的探索形成的相当完整的、
9、操作性很强的考核制度。我们认为按照现行安全生产行为规范考核是可行有效的。3.3岗位工作业绩考核进行分层分类管理人员分类分层是企业人力资源管理的基础，也是考核有效实施的基础性环节。根据各个部门在实现电厂整体目标中发挥的作用不同，将部门内员工横向分为三类：生产类、管理职能类、辅助服务类。依据各个岗位的管理层级差别，纵向分为：部门管理者、班组负责人、一般员工三个层级，并据此建立三级考核体系。我们对三层三类人员分别进行考核制度的设计。每一项考核方案都是根据其工作特点、选用不同考核方法、考核周期、考核主体等予以设计，。4绩效管理制度改革效果分析及启示我们在对绩效管理制度的改革完善过程中，许多客户也提到了
10、这样的问题：制度的完善到底对企业的效益有多大的提升？ 本文曾经试探着用有无对比的方法以及其他的评价方法来做，但可靠性不强，缺乏说服力。本文试探着采用博弈分析的方法，对改革的效果进行分析，效果也不十分明显，只是谈出了个人对考核的一点启示。即关于这个问题的回答，只能通过另外一种方式，也就是说企业各个层面包括厂领导、中层领导、以及大部分员工，对绩效管理制度的改革完善给予企业的助推力和防止滑坡的作用得到大多数人的认定，我们就可以认为制度的建立和完善对企业是有效的。更何况现实中的海尔集团OEC绩效管理模式，为什么能够激活一个又一个“休克鱼”就是最有利的回答！ABSTRACT OF GRADUATE TH
11、ESIS OF NORTH CHINA ELECTRICPOWER UNIVERSITYTHESIS TOPIC：The performance management system of electricity power enterprise studies and reforms conceptual designAUTHOR： Chen Zibo TUTOR：He YongguiSPECIALTY：Technological Economy and ManagementDIRECTION： Human Resources Management December 26,2003The pe
12、rformance management system of electricity power enterprise studies and reforms conceptual design With the launching overall and deeply of system reform of electric power, already the strong competition pattern has appeared in the electricity power enterprise. Finish human resources reform work, for
13、 improving the competitiveness of the electricity power enterprise, It is a very important action. It is a key part in the human resources management that the performance is managed, improve an essential reform content of current situation of enterprises human resources management. This text passes
14、the investigation and research of the western electricity power enterprise of developed country and domestic electricity power enterprise directly or indirectly, Have put forward the plan of design of examination of the suitable national reform of electricity power enterprise. Main research contents
15、 of this text: It performance in electricity power enterprise examine work analyse in terms of strategy, Carry on reform with view system to assess in enterprise of system , examine and examines and combine together original department with the individual performance, Perfect the distribution system
16、 two times of electricity power enterprise especially. 1、Manage the current situation to study in a performance of electricity power enterpriseThrough go on observation and collection of the materials on the spot to several electrical home appliances factory, We find that these power plants all adop
17、t the following mechanism of examining basically at present at present: Namely three responsibility system of leading group examine(assets management target responsibility system examine, system of responsibility in safe production examine, Party conduct clean government and construction of spiritua
18、l civilization examine). Affirm fully power plant implement while examining score that work make for many years, We think after study the performance management system of power plant and interview investigation extensively all-sidedly, Power plant current performance management system a great deal o
19、f issues have , and a lot of negative utility has produced from this.What power plant carry on at present but performance examine, performance a link of management, Have a systematic one from improve enterprise angle of performance improve the system of examining of enterprises. Several examination
20、work of respect launch independently , run side by side , cause every examination work overlap even conflict in the time and content , Causing and manage the cost wastes; And take a large number of very much easy to cause staffs resentment working time, Do not benefit the effective development of th
21、e work .Power plant current higher authorities examine subordinate one-sided vertical examination, the a question that examination have the supervision mechanism omission. Chief value that supervision mechanism exist to prevent and correct human factor( such as interpersonal relationships),etc. not
22、to examine factor to examine course and influence of result, Objectivity, fairness guaranteed to examine . While setting up supervision mechanism of perfecting, need and form a complete set and build result of appraisal appeal the mechanism, Accept and deal with the worker to the appeal that is exam
23、ined , and adjust the unreasonable result of appraisal.It is comparatively perfect for department to examine, but the index chooses the standard of lacking. The choosing of the index is not made by the superior and the subordinate communication, but it is the individual event procedure, Cause index
24、reach and choose according to key performance principle of index, Realization of enterprises strategic objective of support that it cant be very good.Power plant carry on department examine or teams and groups it examines to be categories that departments examine at present, And individual it examin
25、es to be direct higher authorities according to subordinate working condition, examine with colleague, relation situation of higher authorities, Have clear standard is random and relatively strong, cause staff to examine work have many complaints.Main function that examine should pinpoint the proble
26、ms and take measures and come and solve, And then avoid question of producing, the final purpose is to shift workers enthusiasm of working, Improve the working behavior, improve the working performance. Proceed from this purpose , examine and should add and pay attention to course is but cant excess
27、ive to emphasize result and use of result even more; Besides, ignore use of result overly , will make person who examine and person examined pay attention to course of examining, Cant achieve the goal of examining either. By the look of every system examined, every system cant be totally implemented
28、 either, all examination, just for the distribution of the staffs bonus, Can not reflect the encouragement to the staff .2、performance system to assess mentality of designing:2.1 wholes mentality of designingAccording to a lot of investigation and research of system to assess, factory of electrical
29、home appliances, we find electricity power enterprise department system to assess comparatively perfect at present, Examine key because department examine work have basis can be followed incompletely, That is to say power plant have individual examine basically at present. According to this characte
30、ristic, we think that the focal point of examining system design of the performance of electricity power enterprise is that the personal performance is examined .2.2 Examine the designing requirement of schemesPerformance manage scheme to implement performance management but operation scheme. The fo
31、cal point of the scheme is to examine schemes. Use the theory and method of the performance to be designed meticulously on the basis of actual conditions of power plant when design and examine schemes. A good scheme needs to meet the following several requests: (1)Overall and effective(2) clear and
32、concrete(3) unanimous and reliable(4)objective with participating in just(5)ly and make2.3 designs the basic procedure :Performance manage system design cardinal principle to support enterprise realization of strategic objective most. Proceed with the strategic objectives of enterprises, find out ab
33、out the strategic development goal of enterprises and business focal point; Carry on to every post work analyses, design each work manual of post. Then to collect post that come up go on and divide layers of classification, so can distinguish and happen working nature of all post, To the difference
34、between every post, design the job and develop the passway. Direct against similar staff design procedure of examining, examine the index, assessment criteria, examining cycle,etc. separately. Design the organization that examines and implementation course finally, and the result uses the way. Final
35、 everything relevant to improve on performance, because performance it improves to be only the final purpose that a performance is examined. In this way, we finish the examination scheme of the whole .3、examines the plan of design3.1 electricity power enterprises examine the overall introduction of
36、the systemBecause nearly every electricity power enterprise attaches great importance to the examination to the safety in production at present, Have summarized quite careful security examination regulations in the work of decades, Meet enterprises needs very much, so we examine power plant system d
37、ivide into safety in production behavioural norm examine and examine ( including examining with annual comprehensive appraisal at ordinary times), two link degree form, this examine different places with other type enterprise too, Special place. 3.2 The behavioral norm of safety in production is exa
38、minedThe behavioral norm of the safety in production is examined and already implemented several years in the power plant, Relatively more perfect, each power plant has a unified regulation of management of economic rewards and punishments of the safety in production. This regulation is that electri
39、c power enterprises are quite intact through what the exploration in decades transform into, Operating very strong system to assess. We think safety in production behavioural norm examine and go on according to the current system.3.3Post working achievement examine and go on and divide layer classif
40、ied and managedPersonnel classify divide layer enterprise foundation of human resources management, examine the basic link implemented effectively too. According to each function that department give play to of realizing the goal of whole power plant being different, Divide the staff in the departme
41、nt horizontally into three kinds: Production, management functions, assisting the serving type. Basis each administration and supervision authorities grades of difference of post, vertical to divide 3 each into: Departments administrator, directors of teams and groups, general staff. Set up the tert
42、iary system of examining in view of the above. We carry on the design of the system to assess to three floors and three kinds of personnel separately. Every examination scheme to design according to working characteristic their , select different examination method, examine cycle, examine subject,et
43、c. for use.4、The management system of the performance reforms the result analysis and enlightenmentWe in the course of making the perfection of the system, a lot of customers have referred to such question too: What size does the perfection of the system have to the benefits of enterprises on earth
44、promotion? About this question, we have no idea to answer directly, can only pass another way , That is to say and include factory leader, middle level leader, and most staff pass to project approval of itself, From thinking the perfection of the system beneficial to enterprises subjectively, throug
45、h such a direction which most people assert, We can think that the setting-up and perfection of the system are helpful to enterprises .I sound out and make with method and other appraisal methods that compare with once, Not basically very feasible, there is no convincingness. This text sound out and
46、 adopt the way of playing chess and analyses, result in reform analyses, The result is not very obvious either, have just talked about any views to examining of the individual.摘 要绩效管理是人力资源管理的核心内容，它决定着企业的人力资源管理水平。随着电力市场改革的逐步深入，发电企业竞争日趋激烈，从长远看，其人力资源管理水平决定着该企业的核心竞争力提升水平。本文通过对发电企业绩效管理现状的分析，结合发电企业的特点，提出了
47、一套适合我国发电企业特点的绩效管理体系。本文遵循着简单规范、实用有效的原则，对企业进行绩效管理制度的系统化设计，以实现个人绩效与部门绩效的有机结合，并将设计重点放在了个人绩效考核方案设计上，进而完善了企业个人绩效考核制度。这对我国目前发电企业开展有效的绩效管理具有重要的指导意义和应用价值。关键词：绩效，绩效管理，关键绩效指标 ABSTRACTPerformance Management is the key content of human resources management, it determines the human resources management levels of
48、enterprises. The ones that reformed were deepened gradually with the electric power market, the electricity power enterprise is fierce gradually in competition, In the long term, its human resources management level determines the key competitiveness of this enterprise in certain respect. According to analysis of current situation to electricity power enterprise, This text combines the characteristic of it, put forward a set of system of performance management suitable for electricity power enterprise of o
