Index evaluation management system for thermal power generating unit

Abstract

The invention discloses an index evaluation management system for a thermal power generating unit, and the system comprises a data collector, a server, a distributor, and display terminal equipment. The interior of the server is provided with an index evaluation module, an index early-warning module, and a fault data modification application module. The system enables all real-time data to be collected in an excel table, and employs the powerful function of data calculation of excel to automatically carry out the corresponding calculation according to an index evaluation method of a company and a department. The system carries out the statistics and collection of calculation results, and employs a compiled plug-in to achieve the timing and automatic importing of the results into a database. Through the editing of a customized webpage, the access to the database is achieved, and the real-time evaluation data and corresponding operation are continuously displayed on the webpage. The system can enable an operator to adjust all indexes of the thermal power generating unit for real-time comprehensive evaluation, and achieves instant, fair, open, accurate and automatic evaluation. The system activates the initiative of the operator for index adjustment, and enables a person who does real work to earn more money and to do good work. When the person earns more money, the operator earns more money through the indexes, thereby giving full play to the action of bonus incentives, and achieving the purpose of knowing the money earned each day.

Description

technical field [0001] The invention relates to a thermal power unit index management and evaluation system in the field of electric power production. Background technique [0002] The quality of production indicators has a great impact on the profits of power generation enterprises. At present, thermal power enterprises have the following problems in the adjustment of indicators: [0003] (1) The incentive effect of bonus lags behind. The distribution of bonuses cannot effectively mobilize the enthusiasm of personnel, and seriously loses the incentive effect of salary; although the bonuses of operating personnel are linked to indicators, due to the serious lag of indicator statistics and calculations, manual operations, and many human factors, eventually resulting in egalitarianism in distribution, bonuses incentives are weak. [0004] (2) It is impossible to monitor the indicators of the operating personnel in real time. Among the operating staff, who has adjusted well ...

AI Technical Summary

Problems solved by technology

The distribution of bonuses cannot effectively mobilize the enthusiasm of personnel, and seriously loses the incentive effect of salary; although the bonuses of operating personnel are linked to indicators, due to the serious lag of indicator statistics and calculations, manual operations, and many human factors, eventually resulting in egalitarianism in distribution, bonuses incentives are weak

[0004] (2) It is impossible to monitor the indicators of the operating personnel in real time

Among the operating staff, who has adjusted well and who has adjusted poorly, everyone is confused, and the result will come out after more than a month (the company bonus is the bonus of the previous month in the current month, the original indicator statistics are manual statistics, and can only be calculated before the bonus is issued. statistics), everyone has basically no impression of their own adjustments, so whatever the results of the department are, everyone is confused, and there is not much difference in bonuses between good and bad indicators, which leads to poor main production indicators. The problem of uneconomical operation

[0005] (3) Manual calculation of indicators affects the enthusiasm of operating personnel

Since a large amount of operating data is generated during the operation of the unit every day, manual input errors are inevitable in the process of manual statistics. Due to statistical errors, index rankings and rewards will cause deviations. Such errors can easily dampen the enthusiasm of operating personnel for index adjustments.

Since it is calculated manually and the indicators are linked to bonuses, there is a possibility of cheating, which can easily dampen the enthusiasm of those who carefully adjust indicators

[0006] (4), can not form a competitive situation

Manual statistics cannot achieve openness, fairness, and impartiality in indicator management. They cannot be online, and the real-time performance is not good. After the operator adjusts, he cannot immediately know the results. It feels like a muddled adjustment, and he cannot know the indicator gap between himself and others. No one knows who has good indicators and who has poor indicators. In this way, people with good indicators will have no sense of accomplishment, and they will not be rewarded in time. No one will know who is poorly adjusted, and they will not get due assessment. In an environment that is not conducive to the improvement of production indicators

[0007] (5) There is no dynamic target value for dynamic indicators, and there is no standard for operators to operate

The most economical value of some indicators is a dynamic value, but in actual operation, the management personnel cannot provide this dynamic economic value to the operating personnel. Since the current optimal value of this indicator cannot be given to the operating personnel, it is impossible for the operating personnel to Adjust to ensure that this indicator is at the optimal value, and ultimately cause this production indicator to fail to reach the economic value

Images