Research On Performance Management Of First-line Production Teams In A Power Supply Company

With the development of the economy,in recent years,China has continuously promoted the reform of the power system,and various types of power sales companies have continued to enter the market.The market competition faced by power supply companies has become increasingly fierce,and their monopoly position has been gradually threatened.In order to adapt to the fierce market competition,in recent years,power supply companies have changed the company's development mode,and strived to build the company into a modern company with a strong power grid,excellent assets,excellent services,and outstanding performance,and a world-class energy Internet company with excellent competitiveness.One of the ways is to continuously strengthen team building,continuously strengthen the management of internal human resources,improve the quality of employees,create first-class work performance,and achieve common development of employees and enterprises.As the smallest organizational unit and the ultimate destination of the power supply company,the front-line production team is at the forefront of ensuring the company's power grid security operation and providing efficient and high-quality services to the majority of power customers.The management of the team is closely related to the future development of the power company.Therefore,the optimization of the team management system,especially the optimization of the performance management system,is imperative to ensure that the company is not eliminated.This article first explains the theory and tools of performance management.Based on the relevant literature at home and abroad,according to the current status of the performance management of the first-line production teams of A Power Supply Company,it is found through questionnaires and field interviews that the main problems in the performance management of the first-line production teams are performance.Insufficient setting of indicators,inadequate setting of the working hours point database,failure to carry out effective performance communication in a timely manner,inaccurate performance evaluation results and applications,pointed out the need for performance management reforms,and conducted an in-depth analysis of performance management deficiencies,summing up the existence of problems The main reasons are the company management's misunderstanding of performance management,the lack of effective performance organization guarantees,and the company's failure to organize effective performance management training;the second is to build a performance management system,from the determination of the evaluation indicators of the front-line production teams and the determination of the weight of the evaluation indicators,etc.Starting from the aspect,combining all-person performance management with the "man-hour credit system",based on the professional characteristics and team characteristics of the front-line production team,refine the chemical time points database,propose a multidimensional quantitative performance management model,optimize the performance management process,and strengthen performance assessment The use of nuclear results;Finally,according to the performance management improvement plan,three guarantee measures are proposed through systematic analysis,that is,establishing a performance management organization,establishing a sense of performance management for all employees,and continuously optimizing the performance management system to ensure the enthusiasm of the front-line production staff.,Effectively stimulate the endogenous motivation of the team,and further enhance the core competitiveness of A Power Supply Company.