Research On Performance Appraisal System Of DG Power Supply Bureau Based On Balanced Scorecard

The current international socio-economic situation is in the wave of reform,and China’s power industry is in the situation of power system reform and international development of power enterprises,which have posed great challenges to the monopoly position of China’s power industry and put forward higher requirements for the competitiveness of power enterprises.Therefore,in order to improve the operational efficiency of the company,revitalize the professional talent team,realize the company’s strategy,and give full play to the motivating effect of the performance appraisal system on the employees,it is imperative to establish a set of performance appraisal system that can adapt to the new situation of the industry development and the needs of the company’s optimal management.Performance appraisal system is imperative.First,this thesis introduces the concepts of performance appraisal and balanced scorecard and their domestic and international research status,and introduces the theoretical basis such as and goal setting theory to provide the theoretical basis for the application of balanced scorecard.Then,this thesis takes DG Power Supply Bureau as the research object.After introducing the background information,organizational structure and human resource situation of the company,this thesis combines the questionnaire survey to understand the obvious problems of the current performance appraisal system and analyzes the causes of these problems through interviews and other channels.We learned that DG Power Supply Bureau is currently in a critical period of high-quality development,and its current performance appraisal system has problems such as employees not paying enough attention to the performance appraisal system,the setting of appraisal indexes is not reasonable enough,and the effectiveness of the appraisal system is not fully and obviously played.These problems have caused negative effects on the electric power enterprises facing market-oriented competition,and therefore,it is urgent to optimize the construction of the performance appraisal system.Again,this thesis integrates the balanced scorecard performance appraisal method into the linear performance appraisal system,decomposes the corporate strategy of DG Power Supply Bureau at each level with the help of four dimensions of the balanced scorecard,further designs three levels of strategy maps,such as corporate level,department level and employee level,and reconstructs the performance appraisal indexes.The performance appraisal index system was assigned through hierarchical analysis to form the performance appraisal index system of DG Power Supply Bureau based on the balanced scorecard.Then,the performance appraisal index system was validated with employee examples.By comparing and analyzing the performance appraisal index system before and after the construction,we found that the new index system has more advantages in terms of the scientific and reasonable setting of the indexes and the objectivity and fairness of the appraisal results,which solves the problems of the current performance appraisal index system.Finally,this thesis formulates implementation guarantees for the performance appraisal system in three aspects,such as organizational guarantees,personnel guarantees and system guarantees,and elaborates on implementation guarantees,implementation cycles,communication and feedback,and application of results,respectively,in order to make its performance appraisal system effectively implemented,thus establishing a complete performance appraisal system.As a typical power grid enterprise,the case study of DG Power Supply Bureau has certain reference and value for other power industry enterprises.