| Jilin Electric Power Supply Corporation is a traditional state-owned large scale enterprise, it takes the responsibilities of regional power supply, electricity transmission and service. Through the analysis of industry development trend and interior and exterior environment, we can see that the enactment of The Electric Power Law and the reform of electrical management system have brought huge influences to the operation of power supply enterprise. The increasingly severe marketing competition makes power supply enterprise which grown up under the planning economy environment and be good at monopoly operation faced more and more challenges. Only facing the variety actively and carrying on reform of management mode gradually, power supply enterprise can adapt the situation change and acquire the sustainable competitive advantage. The traditional performance appraisal of the power supply company is difficult to fit the demand of the new competitive situation, it has the following weakness. 1.There are a group of management appraisal system which appraise separately and influence each other, can't develop the whole advantage and make the sub-unit difficult to adapt. 2.Managing carelessly and simply, lacks of detail management. Many management systems come from the planning economy time, like pay more attention on result other than cost and lacks the sense of service and so on. 3 . The strength of dynamic management is not enough. Some management system and standard are outdated. The new appraisal system, The Appraisal and Quantitative Assessment in Jilin Electric Power Supply Corporation is used for appraising the performance of the sub-unit in Jilin Electric Power Supply Corporation. It expresses the concept of the inspiring theory, that is only carrying out the inspirit to the business body according to extent of the business working for their goal, the inspirit is effective. The content and purposes of enterprises developing performance appraisal is to build up a scientific encouraging mechanism, by which mobilize and raise the diligent level of the sub-unit and section, and lead them to realize the strategic development target of the enterprise through the incentive direction; At the same time, give a reasonable inspirit according to the extend of the target realization, so that can further improve the diligent level and enter the next beneficial cycle The new system also adopted several popular international performance evaluation configuration designing thoughts, like "Balanced sore card", 360 degrees performance appraisal and so on. "Balance"means consider from every sides and in many ways. 360 degrees performance appraisal emphasizes the whole visual angel, to assess the objective from every direction. So , it can make the result more objective, overall and reliable, especially pay more attention to the feedback process, let the appraisal make the role of" mirror", and provide the opportunity for studying and communicating each other. According to the above principle, the performance appraisal emphasize the assessment of the outstanding targets in operation and superior service area no matter in the process of the targets choice or the weighting design. It designed a series of targets which can consider both strategy and tactic, long-term and short-term target, finance and non-finances measuring method, lag and ahead, and take in to account the opinions,feedbacks which come from different aspects, and obtained the more objective evaluation result. The designing also considered carefully the objectivity and convenience of the information used for assessment, namely the information should be obtained simply, so that can avoid the subjective appraisal and easy to be accepted by the employees, and have strong maneuverability at the same time. The design of the key performance targets should follow the principle ofSMART: The S means "specific"; The M means "Measurable"; The A means "Attainable"; The R means "Realistic""; The T means "Time-bound". The appraisal system is divided in to the following several parts: comprehensive management; safety management; operational management; marketing management, culture construction. Every part is calculated by 100 marks, then converted when summing The comprehensive appraisal is operated by two kinds of methods: 1.Conduct monthly quantitative assessment in safety management,operational management,marketing management,culture construction etc. to the sub-units. 2.Conduct overall,concentrate assessment at the end of each year. The assessment is organized by the enterprise management department, together with the operation department, the marketing department, the countryside electricity department, the safety department, the planning department, the general office, the human resource department, the finance department, the purchasing department, the science and technology department, the administration department. Through the implementation of the appraisal system, the formulation and implementation of some management system are gradually becoming better, the working style and performances of each functional section and sub-unit improved obviously, the appraisal have gotten an unprecedented attention in the whole company, the enthusiasm of the sub-unit is mobilized sufficiently. Certainly, the problem of the appraisal still exists as follows. 1.The selectivity problem of the target The difficulty is how to stand out the key target, which targets should be selected, how much weighting should be given, these all need to be verified again and again in practice. 2.The objectivity problem of the appraisal The deviation comes from the subjective evaluation part, the way thatrectifies this kind of deviation is to draw up practical appraisal standard first, modify and perfect the appraisal contents according to the business circumstances continuously, let the contents more clear, try best to quantitative it, so it can make the examiner assess more accurately. 3.The combination problem between the performance management and the strategy It is very difficult to embody the enterprise strategic thoughts completely in the process of the appraisal. It is almost impossible to change the target system which is complicated and associated closely when the strategy and policy changes, because the frequency is high. Here involved in a lot of basic management work which need us to further raise the management working level. We are looking forward the releasing of the new bench marking appraisal management system, the design of the new system will be more perfect, and will promote the company management system. Of course, there is no perfect management system, the only thing we can do is working hard and investigate constantly, improve constantly, strengthen the sustainable and comprehensive competing ability of enterprise, then can be successful in the competition... |
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