当前，供电企业组织架构中的班组是最基础的“细胞”，也是最关键的“零部 件”，受到退出机制不通畅等体制因素影响，一直存在着绩效考核实效性不佳， 员工工作积极性不高等问题，这些问题都迫切的需要企业深入对班组员工的绩效 考核评价体系进行科学和系统的研究，找到问题的症结。笔者从人力资源绩效考 核专业角度出发，对J电力公司（以下简称“J电力公司”、“公司”）现行一线员工 工作积分制考核进行多次调研，有针对性的抽取部分专业一线班组，进行实地考 察。 采用问卷调查、访谈调查、统计调查等管理研究方法，在公司现有一线员工 工作积分制考核现状基础之上，深入梳理并分析现存的问题，发现了考核宣传不 够，工作积分标准科学性有待提高，工作积分制考核信息系统应用有待深化，工 作积分制考核结果应用不到位等几个方面问题。 论文以问题为导向，针对调研过程中发现的问题，研究探索出一线员工工作 积分制考核方案改进策略及方法，主要包括：以宣贯培训为导向，统一员工绩效 考核思想认识；以同价机制为突破，实现员工绩效工资以分计酬；以建章立制为 抓手，形成员工绩效考核制度闭环；以多种举措为手段，全面推进员工同价计酬 机制；以过程管控为保障，深化绩工作积分制考核信息系统应用等五个方面。通 过相关举措，不断深度挖掘和激发基层班组员工的潜能，为公司实现“一强三优” （电网坚强、资产优良、业绩优秀、服务优质）战略目标，提供高效有力的人力 资源保障。 关键词：供电企业 一线员工 绩效 绩效考核 工作积分制考核 2 ABSTRACT At present, the team in the organization structure of power supply enterprises is the most basic "cell" and the most critical "parts and components". Due to the unsuccessful withdrawal mechanism and other institutional factors, there is always a poor performance appraisal, and employees are not motivated. High-level problems, these problems urgently require enterprises to conduct in-depth scientific and systematic research on the performance appraisal and evaluation system of team members, and find the crux of the problem. From the perspective of human resources performance appraisal, the author conducted a number of investigations on the current front-line staff performance evaluation system of J Electric Power Company, and selected some professional front-line teams to conduct targeted research. Using the management research methods such as questionnaire survey, interview investigation, statistical investigation and so on, on the basis of the present situation of the work score system of the company's front-line staff, the problems existing in the current performance appraisal are carefully looked up and analyzed. It’s found that the propaganda and training of performance appraisal is insufficient, the existing evaluation system of the work integral system is insufficient, the scientific standard of the work integral system needs to be improved, and the MIS of the the front-line staff performance evaluation needs to be good used. The result of the front-line staff performance evaluation is not in place and so on several aspects question. Aiming at these problems, the paper studies and explores the improvement strategies and methods of the front-line staff performance evaluation system. Through these measures, we constantly stimulate the potential of the front-line staff, to achieve the "one strong three excellent" strategic objectives, to provide efficient and effective human resources protection.。。。。。。以下内容略