Research On Construction Of Performance Management System In China Life Insurance Company Chongqing Branch

With China entering into WTO, the market competition all over the world is becoming more and more drastic. Corporation management is up against more and more challenges and impacts. Scientific performance management system is the important conditions for improving competent ability and continuous developing. It's very significant for corporation to intensify management.The paper combines theory research and practice research. It studies the theory and practice of performance management system. The paper studies the relationships in performance management system and cybernetics, system theory, information theory, action science theory, economic information theory, agency theory, contingency theory. The paper introduces and evaluates the scientific performance management methodology, such as: BSC, KPI, EVA, 3600 evaluating. The paper investigates the performance management system in China life insurance corporation Chongqing branch, analyzes the feature, points out the modified directions. The paper points out the principles of constructing the performance management system: In accordance with strategy, economic and utilizable, showing the reality of the corporation, coordinating each department in corporation and contingency plans. The paper constructs the procedure of performance management system: strategy, resource, KPI, evaluation and reflection. Based on the matter of fact in China life, the paper constructs the specific performance management project. It's including setting up the strategy, arranging human resource and finance, establishing performance management systems of subordinate companies and departments and employees based on BSC and KPI theory, setting up key performance index system in finance, customer, inner procedure and learning field. Meanwhile, adds the finance index EVA, applies 3600 evaluating methodology, including the information from self, leaders, subordinates, workmate and customers. The evaluating results must reflect on the next performance management system.