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绩效管理是人力资源集约化管理的重要内容,也是企业提升人力资源效能和整体效益的主要途径。在全员绩效管理深入推进的过程中,管理部室绩效管理往往是供电企业绩效管理的难点,不仅表现为考核内容的多元化和抽象化,而且其考核指标量化难度大、量化结果精度低等关键问题更是当前供电企业在开展绩效管理工作中面临的普遍问题。在绩效考核量化方法方面进行了长期的研究与探索,将绩效量化分为指标量化与评分标准量化两个维度,并分别针对这两个维度总结出“管理部室指标及评分标准二三一五量化方法”。该量化方法是一套专门针对管理部室考核指标及评分标准而设计的实用性方法体系,其中很多量化工具富有创新精神与现实应用价值,为各管理部室在实施指标量化和评分标准量化过程中提供了明确的技术参考,真正实现管理部室量化绩效管理。
Performance management is an important part of intensive management of human resources. It is also the main way for enterprises to enhance the effectiveness and overall effectiveness of human resources. In the process of deepening the performance management, the performance management of the management department is often the difficulty of the performance management of the power supply enterprises. It not only shows the diversification and abstraction of the assessment content, but also has the difficulties of quantifying the assessment index and the accuracy of the quantification. The problem is even more common among power supply enterprises in carrying out performance management. In the performance appraisal quantitative methods for a long-term research and exploration, performance quantification is divided into two indicators quantify and quantify the standardization of quantification, and for each of these two dimensions summed up the “management room indicators and scoring criteria 2315 Quantification method ”. The quantitative method is a set of practical method system specially designed for the assessment indicators and grading standards of the management department, among which many quantitative tools are innovative and practical. They are provided by the management departments and offices in the process of quantification of indicators and grading standards A clear technical reference, the real department of management to achieve quantitative performance management.