Research On Performance Evaluation Of Work-Off System In A Power Grid Companies

Under the new situation,with the country to promote the supply side of the structural reform,state-owned enterprise reform,power system reform,power industry development momentum has been converted,especially the transmission and distribution price reform led to a significant change in grid profit model.The power grid enterprises as the core of the entire power industry,the development environment and market structure,etc.have undergone profound changes,the transformation and upgrading of power grid enterprises more severe situation.The existing methods and methods of human resource management can not meet the needs of enterprise reform,and it is necessary to break the restraint of traditional human resource management experience and maximize the efficiency and efficiency of human resource management and play its role in promoting enterprise transformation.Throughout the industry at home and abroad in the industry leading enterprises,and both always adhere to the people-oriented,and always to mobilize people's enthusiasm,initiative and creativity as the core of the work,to maximize the accumulation of talent,good talent,retain talent,Development and growth,so that human resources is the first enterprise resources,and performance appraisal as the world's more scientific,reasonable and effective human resources management tools,more and more companies pay more attention to the importance of performance appraisal tools and positive The role.(About 70%of the staff in the team engaged in the work of the class),how to improve the performance level of the team staff performance evaluation level,in particular,for the A grid company's most basic organizational unit team Is the power supply enterprise performance appraisal work of the most important task.In this paper,A Grid Company as a research object,mainly on the performance of its team staff performance appraisal and management research.At present,A grid company to take "human resources department + line manager" performance appraisal model,authorized by all levels of linear managers to determine the content of their own assessment,assessment methods,all levels of linear managers on the performance appraisal results have a greater weight of the right to use The But in the actual work process,the straight line managers often dare not use,do not want to use,will not use the staff performance evaluation of this tool,staff performance is still dependent on subjective evaluation out,objectivity and impartiality are difficult to convince,and team Assessment workload,need to spend more management costs to implement performance appraisal and other issues still exist.This paper introduces the internal and external environment and development trend of the state-owned enterprises in the power grid industry,and the production and operation status of the power grid enterprises.At the same time,it also summarizes the development of domestic and international staff performance management and the research status,and introduces the domestic and foreign staff performance management tools.Based on the theory of "distribution according to work",this paper summarizes and summarizes the development of the appraisal system of performance appraisal.Based on the analysis and analysis of the performance appraisal measures and problems of A grid company employees,it is found that the company has large workload,Complex,lack of objective assessment,lack of effective process management tools and communication feedback and other issues.In view of the above problems,this paper explores the design of the workmanship system based on the number of work,the quality of work and the code of conduct.From the aspects of working hours,the number of workers,the importance of work,difficulty and complexity,environmental comfort,risk loss,,Objectively sort out the task of team work,per capita working hours based on the assessment of the various tasks,the formation of workload standards and deduction points standard,so that the team work and performance standards associated.Through the information platform and system,curing workload assessment standards,directly from the production,marketing system port to read the data,automatic real-time calculation of employee performance score.Finally,this paper will apply the performance evaluation model of the team in the individual units.The work of the sub-system assessment to improve the objectivity of the assessment,without increasing or even reduce the workload of the assessment under the premise of achieving team performance evaluation "integration,lean,scientific,informative,simplistic" for the class owners to provide objective and effective Of the performance appraisal tools,by the team staff generally welcomed.