基于时序动态理论的省级电网公司绩效评价模型研究
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摘要
省级电网企业的绩效管理问题一直倍受业界和学者的关注,但在实践中依然存在许多难点。论文结合笔者在多家电力企业绩效考核管理实践,结合动态时序理论,针对性地对省级电网企业绩效管理体系的构建相关问题进行了探讨。论文的主要研究内容和研究成果分为以下几部分：
第一,论文引入时序动态理论,在对我国省级电网企业绩效管理实践现状的基础上,构建省级电网公司时序动态绩效管理体系。
第二,在省级电网企业绩效管理实践中,绩效指标体系评价问题不仅仅是一个当期价值评价问题,更是一个建立在“动态时间数据库”基础上的时序动态评价问题。基于此,笔者提出电力企业绩效指标体系时序动态评价模型,并在“横向拉开档次法”的基础上,提出一种新的基于“时间价值系数”的权重确定方法,并通过实证研究,验证了方法的可靠性和合理性,进而为企业人力资源管理创新提供有效借鉴及尝试。
第三,在电力企业全员绩效管理实践中,一般管理人员的绩效评价问题一直倍受关注,并存在许多实施难点。论文在电力公司绩效管理实践基础上,提出了以规范并建立岗位职责标准为绩效基础平台,结合神经网络及灰色关联分析构建员工“岗位绩效胜任力”模型,从而进行员工绩效与“最优绩效员工”的横向对标,明确“绩效差距”,针对性建立员工绩效改进机制,提升员工岗位胜任力。论文给出了具体算例。结果表明,该模型及方法具有较高的准确率,对省级电网企业员工岗位胜任力评价体系建设具有实践和管理意义。
第四,在省级电网企业推进全员绩效管理的过程中,一线班组绩效积分制得分推广和应用,并有效显现了其“正向激励”的管理作用。但在具体实践和探索中,不同专业班组“工作积分”标准的客观公正和有效性问题受到挑战,同时如何将班组绩效与员工绩效进行合理挂钩,从而有效体现并落实组织管理绩效,成为值得探索的议题。论文针对此,提出“二元绩效积分制”考核模型,并将熵值法应用于工作积分评估模型的具体权重确定,并给出了测算实例,以期为电网企业班组绩效管理实践提供可行性的尝试。
第五,在基于BSC的战略KPI指标体系理论基础上,构建省级电网公司四维绩效指标体系,并将“因子分析法”应用于指标体系的提取,同时利用“熵值法”进行指标的动态赋权,并给出了算例。
第六,在以上研究的基础上,论文给出了省级电网企业绩效管理的结果应用机制。给出了绩效管理在电网企业员工薪酬兑现、职业生涯发展、能力提升等方面的积极应用和重要作用。
The issue of performance management of the provincial power grid enterprises has always been payed much attention to by companies and scholars, through many difficulties exist in practice. The paper targeted the key issues in the construction of the performance management system in provincial power grid, combining with management practices in companies and the dynamic time series theory. The main research contents and research results are as follows:
First, the paper introduces the theory of dynamics, and builds temporal dynamics of performance management system for the provincial power grid company on the basis of the study of the status quo of enterprise performance management practices in the provincial power grid companies.
Second, with the rapid development of Human Resource Management, especially the application of performance assessment, how to develop a practical evaluation model is a vital subject. However, the issue of performance evaluation in the practice of electric power enterprise performance management based of indicators system is not only an evaluation of current value, but also a dynamics evaluation problem based on the "dynamic time database". In view of this, the author proposed a timing dynamic evaluation model of performance indicators system in electric power enterprises, and simultaneously put forward a new way of weight-determine by considering "time-value coefficient" based on'Vertical and horizontal method'. By the way, an empirical study is carried out, which shows the reliability and reasonability of this method and provides an effective reference and attempt for human resource management in enterprise innovation.
Third, the performance evaluation of general manager has been attached more and more attention to in full performance management practice in electric power enterprise, and there are many implementation difficulties. The paper proposed to construct the "staff-position" performance competency model based on the regulation and establishment of standards for the performance of duties combined with entropy and grey relational analysis, which is to establish a mechanism of employee performance improvement and so to enhance the competence of staff positions in the light of "performance gap". Paper gives a concrete example. The results show that the model and the method has high accuracy, which highlights the construction of employees competence assessment and management of the provincial power grid system with practical significance.
Fourth, the paper introduced a multi-index system to evaluate the performance-power of the provincial electricity power units based on the dynamic timing theory, and applied the Neural Network and the Entropy into the association analysis of index system, which compared the two-level power supply units owned by Provincial power companies on a performance standard, and identified the direction of comparative advantage and improved. On this basis, specific examples were given. The results show that the model and the method has high accuracy, and it highlighted a new way for the provincial power companies to assess the "performance-power" of their owned secondary power supply units, which shows a management level with practical significance.
Fifth, based on the energy-saving and emission reduction targets for2020that drafted by our government, power sustainable development planning model is established under dual targets of energy saving and emission reduction firstly, then the power production, electricity production and residents power consumption optimization model of energy conservation assessment are given in which the paper focused on energy saving and emission reduction of power production, and established the replacement power optimization model under dual goals of energy saving and emission reduction. The power development plan object of2009-2020are given by analyzes shanxi province, and coordination between power and economic, resources, environment is given based on the analysis of planning object finally.
Sixth, on the basis of the above, the paper gives the provincial grid application performance management mechanism for the results, while an active and important role in applications of some aspects of the honor of employee salaries, career development, capacity building is given.
第一,论文引入时序动态理论,在对我国省级电网企业绩效管理实践现状的基础上,构建省级电网公司时序动态绩效管理体系。
第二,在省级电网企业绩效管理实践中,绩效指标体系评价问题不仅仅是一个当期价值评价问题,更是一个建立在“动态时间数据库”基础上的时序动态评价问题。基于此,笔者提出电力企业绩效指标体系时序动态评价模型,并在“横向拉开档次法”的基础上,提出一种新的基于“时间价值系数”的权重确定方法,并通过实证研究,验证了方法的可靠性和合理性,进而为企业人力资源管理创新提供有效借鉴及尝试。
第三,在电力企业全员绩效管理实践中,一般管理人员的绩效评价问题一直倍受关注,并存在许多实施难点。论文在电力公司绩效管理实践基础上,提出了以规范并建立岗位职责标准为绩效基础平台,结合神经网络及灰色关联分析构建员工“岗位绩效胜任力”模型,从而进行员工绩效与“最优绩效员工”的横向对标,明确“绩效差距”,针对性建立员工绩效改进机制,提升员工岗位胜任力。论文给出了具体算例。结果表明,该模型及方法具有较高的准确率,对省级电网企业员工岗位胜任力评价体系建设具有实践和管理意义。
第四,在省级电网企业推进全员绩效管理的过程中,一线班组绩效积分制得分推广和应用,并有效显现了其“正向激励”的管理作用。但在具体实践和探索中,不同专业班组“工作积分”标准的客观公正和有效性问题受到挑战,同时如何将班组绩效与员工绩效进行合理挂钩,从而有效体现并落实组织管理绩效,成为值得探索的议题。论文针对此,提出“二元绩效积分制”考核模型,并将熵值法应用于工作积分评估模型的具体权重确定,并给出了测算实例,以期为电网企业班组绩效管理实践提供可行性的尝试。
第五,在基于BSC的战略KPI指标体系理论基础上,构建省级电网公司四维绩效指标体系,并将“因子分析法”应用于指标体系的提取,同时利用“熵值法”进行指标的动态赋权,并给出了算例。
第六,在以上研究的基础上,论文给出了省级电网企业绩效管理的结果应用机制。给出了绩效管理在电网企业员工薪酬兑现、职业生涯发展、能力提升等方面的积极应用和重要作用。
The issue of performance management of the provincial power grid enterprises has always been payed much attention to by companies and scholars, through many difficulties exist in practice. The paper targeted the key issues in the construction of the performance management system in provincial power grid, combining with management practices in companies and the dynamic time series theory. The main research contents and research results are as follows:
First, the paper introduces the theory of dynamics, and builds temporal dynamics of performance management system for the provincial power grid company on the basis of the study of the status quo of enterprise performance management practices in the provincial power grid companies.
Second, with the rapid development of Human Resource Management, especially the application of performance assessment, how to develop a practical evaluation model is a vital subject. However, the issue of performance evaluation in the practice of electric power enterprise performance management based of indicators system is not only an evaluation of current value, but also a dynamics evaluation problem based on the "dynamic time database". In view of this, the author proposed a timing dynamic evaluation model of performance indicators system in electric power enterprises, and simultaneously put forward a new way of weight-determine by considering "time-value coefficient" based on'Vertical and horizontal method'. By the way, an empirical study is carried out, which shows the reliability and reasonability of this method and provides an effective reference and attempt for human resource management in enterprise innovation.
Third, the performance evaluation of general manager has been attached more and more attention to in full performance management practice in electric power enterprise, and there are many implementation difficulties. The paper proposed to construct the "staff-position" performance competency model based on the regulation and establishment of standards for the performance of duties combined with entropy and grey relational analysis, which is to establish a mechanism of employee performance improvement and so to enhance the competence of staff positions in the light of "performance gap". Paper gives a concrete example. The results show that the model and the method has high accuracy, which highlights the construction of employees competence assessment and management of the provincial power grid system with practical significance.
Fourth, the paper introduced a multi-index system to evaluate the performance-power of the provincial electricity power units based on the dynamic timing theory, and applied the Neural Network and the Entropy into the association analysis of index system, which compared the two-level power supply units owned by Provincial power companies on a performance standard, and identified the direction of comparative advantage and improved. On this basis, specific examples were given. The results show that the model and the method has high accuracy, and it highlighted a new way for the provincial power companies to assess the "performance-power" of their owned secondary power supply units, which shows a management level with practical significance.
Fifth, based on the energy-saving and emission reduction targets for2020that drafted by our government, power sustainable development planning model is established under dual targets of energy saving and emission reduction firstly, then the power production, electricity production and residents power consumption optimization model of energy conservation assessment are given in which the paper focused on energy saving and emission reduction of power production, and established the replacement power optimization model under dual goals of energy saving and emission reduction. The power development plan object of2009-2020are given by analyzes shanxi province, and coordination between power and economic, resources, environment is given based on the analysis of planning object finally.
Sixth, on the basis of the above, the paper gives the provincial grid application performance management mechanism for the results, while an active and important role in applications of some aspects of the honor of employee salaries, career development, capacity building is given.
引文
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