Research On Improvement And Implementation Couttermeasures Of Performance Management Of Huai’an Electric Power Branch

Performance management is an important part of modern enterprise management, and the core issue of human resource management. With the deepening of China’s power sector reform, how to implement the performance management becomes an urgent problem which needs to be solved for the power supply companies, and also the difficulty for the internal reformation of human resource management. By implementing performance management, the employees could understand the enterprise’s goals and the effort direction of themselves, then adjust their goals continuously to make it consistent with corporate’s objectives, so as to improve their job performance. What’s more, performance management would also prove the basis for human resources planning.In this paper, a variety of performance management tools and techniques are used. And on the basic theory of performance management and the background of Huai’an Power Supply Branch’s performance management practice and development, by combined theory and practice together, the composition and operating conditions of the company’s current performance management system is analysed comprehensively, the experiences and problems during practicing performance management are summarized, the improving suggestions are put forward combined with modern performance management theory and methods, and implementation measures and safeguards are developed detailedly. In addition, a breakthrough of the balance between departments and employees performance is tried to achieve, and the combined effects of the power supply enterprises’performance management is discussed. At the same time, a reference model for the county-level power supply enterprises’performance management is proved.In this paper, method of management by objectives, method of assessment of key performance index and method of work integral system, etc. are used to evaluate the performance of the different positions, trying to improve performance management’s effect and to improve the degree of recognition of examiners and examinees. Researches and practices show that there are both advantages and deficiencies, and the practical range, for each method, thus it should be adjusted constantly according to different situations which comprehensively analysis the management practice, the quality of employees and work contents. Besides, according to the study in this paper, we find that county-level power supply companies in China are in a period of reforming constantly, and with the accelerated pace of human, financial and intensive management, the independent management authority of the county-level power supply comanies is gradually reduced. Thus, in order to establish an performance management system appropriate for the actual needs of the enterprise management requires a high recognition of leaders and managers, and a close collaboration among all performance managers and human resource managers. Only be accepted by employees and managers in different positions, the performance management system could play its management functions well.