Research On Performance Management Of D Chemical Company

With the development of the era of knowledge economy and the deepening of the global economic integration process,enterprises are facing a changeable living environment and fierce competition.In order to survive and develop,we must pay attention to the management of people.As the core link of performance management,performance appraisal is the key reference index of enterprise.D Chemical Company is a chemical enterprise with a history of one hundred years of development.After the completion of the company system reform in 1999,the human resource management of the enterprise has been constantly changing.After moving to Xinhe Pingdu in 2015,with the rapid development in recent years,the performance management system of the enterprise does not match the development of the enterprise.Especially in the first half of 2020 when COVID-19 broke out,due to the enterprise performance management system,the performance appraisal of middle management personnel focuses on departmental performance appraisal indicators,and the operating revenue and total profit indicators in the annual targets of unrelated enterprises led to the decline of the sales department due to business indicators,leading to the low performance appraisal salary.However,the performance fluctuation of functional departments and other departments is small,and the performance appraisal results do not change much,leading to the unfair and unreasonable performance appraisal within the enterprise.In addition,the unscientific setting of performance appraisal indicators,inadequate performance communication and feedback and other problems also expose the urgent need for the enterprise performance management system to be optimized and improved.This paper adheres to the problem orientation,according to the problems of D chemical company performance management system found in the investigation and research,clear optimization direction and content,and adjust according to the actual situation of the company.After determining the optimization idea,the overall strategic development requirements of the company were started with,and the performance appraisal index was adjusted from the aspects of assessment index system optimization,process optimization and performance results application.With the original appraisal content as the benchmark,first clear the company’s strategic objectives and department responsibilities,and then the middle management performance appraisal content,indicators and weight delphi method evaluation and KPI screening based on the balanced scorecard,finally determine the appraisal content including department performance,democratic appraisal and company annual target completion three parts,including the number of secondary indicators,standard value and evaluation method.Finally,in view of the performance implementation system and the application of performance results,the feedback path,complaint process,communication cycle and implementation guarantee adjustment and perfect,continue to optimize the performance management process structure,make the performance appraisal results can play a positive effect in job selection and appointment,improve the career development of middle managers channel.