Research On Optimization Of Performance Management System Of A Power Generation Enterprise

This paper studies how to carry out performance management in the daily operation process of A power generation enterprise.The author systematically analyzes the problems and current situation of the company's performance management system by means of questionnaire survey,and summarizes and sorts out the employees in the performance management system.The focus and difficult issues,based on existing problems,using performance management methods such as Balanced Scorecard(BSC),Target Management(MBO),and Key Performance Indicators(KPI),design and optimize a set that is in line with the company's current operating methods and development strategies.Performance management system.Based on an in-depth analysis of the current status of the company's performance management system,this paper comprehensively explores the shortcomings in the current performance management system.Focusing on the design optimization idea of “horizontal to the side,vertical to the bottom”,from the company,department,and staff level,according to the company's strategic development and business management needs,reorganize the department and job responsibilities,identify key tasks,will The performance indicators are divided into four categories: core value point indicators,work plan indicators,work quality indicators,and work behavior indicators.They cover all three levels of business,department,and post.At the same time,smooth the channels of performance feedback,strengthen the communication of performance evaluation,improve the performance plan,follow the PDCA cycle principle,take the performance results as the starting point,and continuously improve and enhance the individual's business ability and professional quality according to the performance feedback.This paper focuses on the goal-oriented management,analyzes and discusses the company's development strategy objectives,optimizes the design of key performance indicators from the perspective of balanced scorecards,and considers customer indicators,internal operational indicators,learning and growth indicators,and attaches importance to performance contracts.Performance appraisal and performance appraisal make performance feedback no longer a “virtualization” link,introduce correct performance orientation,make assessments more fair,and gradually let employees recognize performance culture.