The Design Scheme Of Performance Management To Automobile Maintenance Center Directly Under The Province Of Jilin

This text relies mainly on appraising in a democratic way according tothe enterprise performance management at present. The performancemanagement still exists the performance management mode that is under theplanned economic system in various degree. This can't already meet theneeds of economic development of the market. The idea of human resourcesmanagement lags behind, human resources management fails to lay out thecentered management position; hi recent years, the enterprise has done alarge amount of helpful exploration in advancing the reform of personnelsystem, introducing the new mechanism, setting up the new system andstrengthening the building of talent contingent, etc. We also have made thepreliminary effect too, but it can't meet the needs of new changing situationyet. Especially the function of the personnel administrative department at alllevels has not got the basic transition yet. Management content, managementnature and management style and so on take place in the performancemanagement that will always meet various questions, no matter in which kindof evaluation way and in which kind of evaluation technology and method. Inthe performance evaluation, the persons who evaluate that often is animportant decisive factor to appraising the dependability of the result. But inthe course of evaluation, the persons who evaluate often have somepsychology interferences, which will influence the quality of evaluation. Thisis also a common question of the persons who evaluate. We should enable theevaluation to follow specific and clear requests. The above is only somecommon phenomena and questions in enterprise's performance management.It is mainly the enterprise's main human resources questions that wesummarize fundamentally, that is: enterprise's administration behavior isextensive, the power demarcation line is fuzzy and the administrators inmiddle level have certain dependent mentalities; management foundation isweak, lacking first-class vocational management group, it has not form thecorporate culture that takes achievement as orientation, lacking fair valueappraisal system and value distribution system, enterprise's incentivemechanism loses efficiency, it can't attract and keep first class outstandingtalents, which destroys the dynamical system of the enterprise. So accordingto the demands of the enterprise's development, the author will design andstructure the index system of performance as well as implement the indexsystem under the guidance of relevant theories.The full text carries on the relevant design and study to the scheme aswell as applies in practice around the nature and principle of the keyperformance index. The key performance index is abbreviated as KPI (KeyPerformance Index), which is the result of refining and summing up to thekey factor that influences the company's success; which is a goal leadingsystem that playing a leading role to the department and personal; which isthe bridge of individual performance and the organization's goal; which isdesigned on the basis of the company's strategic objective, workflow and thework output that plays an appreciation role to the company's goal. Theprinciple that confirms the key performance standard (SMART) is: Specific;Accepted/Attainable/Achievable; Measurable; Relevant/Realistic;Time-bound. This text carries on launching ,the work in the method thatconfirms the key performance indexes of organization function resolving lawand workflow resolving law. It has stronger theory and practicality.The rapid development of market economy requires enterprises to trytheir best to improve enterprises' management level, and increase benefits ofenterprises. Only surviving can it develop, which has already becomesympathetic response of enterprises. The text is based on the strategicdevelopment of automobile maintenance center directly under the province ofJilin, it regards the enterprise's performance management as the new startingof enterprises development. So we select the title as: The design scheme andapplication of performance management system to automobile maintenancecenter directly under the province of Jilin. Through further investigation intothe current situation of enterprise's performance management andperformance management theory, we make a set of performance managementscheme. In the scheme, we have an overall introduction to performancemanagement system and structure the key performance index design to thedepartment, especially applying the key performance index law. Foe example:the overall introduction to performance management system, the design ofdepartment's key performance index and the design thinking of keyperformance index. At the same time, we implement management toenterprise's application scheme, that is: performance evaluation applicationand application appraisal. Setting up multidimensional performanceevaluation system, carrying on the weight design to the indexes ofdepartments and the staff; Setting up the main design point to the indexes inthe course of evaluation, offering the comparatively reliable assurance forconcrete implementation. This is one of the comparatively outstandingcharacteristics too.We put forward new thought and view to the main design point in theindex system of performance evaluation, such as: l.The three goals that theevaluation scheme should realize, that is: according with the request which isstrategy draws; simple, practical and easy to operate; expandability, canincrease the function progressively as enterprises develop and perfect the...