Performance Management System Design Of ACTION Company

As a management thought of prompting employees performance, tapping the individual & team potential, and a strategic & combining management way, performance management is getting more and more importance attached by firms and is being accepted and recognized as time is on.Being an intern, I participated in the performance management design of ACTION Company. In line with the related theories of performance management, I highlighted the compliance of the performance management design with the development strategy of the firm, and, based on the practical requirements, I emphasized the applicability of the design and managed to make it being integrated with the general management system of the firm. In addition, this paper describes, in details, the design of the key performance indicators, in an effort to set up the principles, practical and operational ways of key performance indicator establishment.This performance management system, however, has some unsolved problems. For example, I have realized the necessity of establishing a employee Quality Model, but I have not yet done it since I am not experienced enough and not knowledgeable enough by now. And I had not been prepared enough for the possible problems occurred during the implementation of this my newly-designed performance management system. I will keep on paying attention to the implementation in order to find out the deficiency, to build up experience and improve my theoretical level.This paper consists of the following six parts: The first part introduces the definitions of performance, performance evaluation, and performance management, and tells the difference and relationship between performance management and performance evaluation, and sketches the position of the performance management against the human resource management background. The second part briefs the ACTION company and points out its existing problems of performance management. The third part is about the making-up and design procedures of the ACTION Company KPI system, and describes, in details, the establishing methods and procedures of performance indicator establishing. The fourth part depicts the design of the performance management system of the ACTION Company, and points out the roles of the human resource division as well as that of the corresponding staff in it. The fifth part illustrates the combination among the newly-designed performance management, development strategy, human resource system, and the business operating process of the firm. The sixth part evaluates and summarizes the new performance management system.