Research On Implementation Of D Department Of S Power Supply Company Performance Management

Electric power energy sources is closely related to people’s lives as a basis. In recent years, with the rapid development of the Internet and all kinds of electronic products, it raises the requirement for power. In the face of increasingly fierce market competition environment, S power Supply Company gradually realized that the original extensive management has not conform to the requirements of the enterprise under the condition of the current economic development. Low work efficiency and shortage of innovation and enterprise is more and more obvious that seriously restricts benign development of the power supply company. Therefore the introduction of performance management system plays a vital role that can enhance the overall performance of the enterprise and the vitality of enterprises and competitiveness and realize the company strategic objectives. In nearly two years of management practice, however, its effect is not as good as imagined, especially in the grass-roots units, such as D department. Performance management is easy to become a mere formality and replaced by the assessment. At the same time, owing to high intensive of staff assessment and lack of staff incentive system, the staff has great rebellious attitude towards the performance management, which have bad influence for manager to meet the expected goals.Based on this, this article through consulting a large number of domestic and foreign related research literature, based on in-depth research on the status of the implementation of S power Supply Company performance management system in the D department, by using of empirical research method to through analysis of problems with D department in the implementation of performance management policy in S power Supply Company, such as key indicators, weight distribution, performance feedback, assessment results and so on.This dissertation expounds some basic thoery of the performance, performance management, key indicators, weight, performance evaluation, performance feedback and interview, then redesigns and improves the D department of S power supply company performance indicators system, weight distribution, performance feedback, and seek to build a set of the performance management system which is objective,fair, applicability and operability,to solve the defects in original system of performance management, in order to make the D department of S power supply company performance management effective implementation, and benefit to improve the performance management level of D department.