Design On The Performance Management System Of HF Electric Power Company

The traditional employee performance appraisal system performance evaluation is only concerned itself, is an ex-post evaluation, and performance management is a systematic control process, it is the business strategy into action the process of strategic management is a subsystem of the Deep target is based on enterprise development strategy, staff and managers through ongoing, dynamic communication, clear tasks and staff performance goals, and determine ways to measure results of the work staff in the process affect their behavior in order to achieve the company objectives, and to develop staff.China's power industry from the traditional management model of vertical integration, changing the direction of the market, as the power company, although its business area has certain natural monopoly, but in the market environment is also faced with their own survival and development Therefore, the development of performance management, the company is also a work of strategic significance.In this paper, the municipal power company in a (HF) the actual use of key performance indicators (KPI), Balanced Scorecard (BSC),360 degree performance appraisal method, economic value added (Economic Value Added, EVA) and other advanced Performance management theory and methods, the power company in the performance management of HF status and problems on the basis of the actual analysis, based on value chain management, by establishing the link formed via lateral management system so that the performance management activities, not just responsibilities of the personnel department, but every department, every level and every employee's responsibility; through the establishment of performance-based business process management chain, to adapt to organizational change and performance management, process reengineering and team work; through the establishment of the management links between services and service relationships are established links to the services sectors were services, market-based assessment of internal assessment mechanism, comply with the organization and work content, changes in the ways and means to achieve individual performance, group performance and organizational performance linkage, to achieve performance management organic link with the salary management, the use of dynamic mechanism to ensure that the interests of the implementation of performance management system; will result in a "target-oriented management, process management and the combination of normal management" of the HF corporate performance management system (including the company departments (units) and staff at all levels of performance evaluation index system operation mechanism and performance evaluation).