Research On Employee Performance Management Of H Power Supply Bureau

As the basic industry of the national economy development and the important social public utilities,the electric power industry is fulfilling the social function of "economic development and electric power advance",and it is the bridge and link between the government and the masses.Since the 2015 electricity reform No.9 officially released,in order to social capital to release the sale of electricity business,the electricity sector reform function as the background,the main power supply and electric power market and investment diversification,the competition pattern is formed,the electricity sector will gradually change from state-owned monopoly to the social service competition mechanism,power supply bureau facing the dual challenges of market competition and government regulation,the internal management system,power supply department service level,improve performance,improve business performance and operational efficiency put forward higher requirements,performance management has become the important subject of the power supply department concerned.But because of the power sector monopoly,long past the planned economy system the government management mode and other historical reasons,the performance management is still lagging behind,the implementation process of heavy resistance.This paper takes H City Power Supply Bureau staff performance management as the research object,using the questionnaire survey of 683 employees,the status of H Power Supply Bureau staff performance management knowledge,that currently has initially established a performance oriented performance management system,the effect is significant,but still relatively weak,on the basis of management on staff performance identity is not high,performance promotion has the resistance problem.The main reason for the above problems is that the performance appraisal methods and perspectives are single,the performance management responsibilities are not clear,the performance incentive is insufficient,and the performance information is not sufficient.Finally,according to the present situation of H Power Supply Bureau staff performance management problems,put forward to improve the performance evaluation system,broaden the application of performance results,performance oriented cultural guide,strengthen the performance security countermeasures,improve the performance appraisal of the maneuverability and validity of the results,improve employee performance identity,in order to implement the power supply bureau to provide a reference for staff performance management.