Design And Research Of Some Telecom Company's Performance Management System

The trend in human resource in 21st is that management of intellectual employees is the center of HR, and that relation between employees and enterprise is strategy and cooperation fellowship on the basis of dual-connection made up of labor contract and psychology bond, and that flow of intellectual is accelerating, cost in bargaining and risk in bargaining are increasing. How to attract intellectual employees,How to retain intellectual employees,How to prompt intellectual employees are the main questions of HRM. Effective system of performance management, scientific institution of reward, and effective management of career paths are the important bases for attracting excellent employees, retaining key employees, and motivating employees. Therefore, we can know that designing performance management system is one of cores of setting up human resource management system of modern enterprises. Although now the theory in human resource is maturity by the time, How to design and set up a performance management system, which is scientific and suitable to China and meet to the requirement of tactic development for the enterprises, according to theory of human resource, company status and industry status, is an useful task to the enterprises in China. Performance management system is a process which not only including work performance, which is a core process, but including company culture, enterprise strategy and effect which human policy impact on performance appraisal., relating tightly result feedback of appraisal which is a more lone process with employees training ,even human resource exploitation at the same time. It can help company to make performance development continually into effect and to strengthen TQM. It emphases on employee's work-output and work behavior in range of job aim. Behavior of opening communication will run through all the performance management process. There are some problems, for example unscientific appraisal index ,single appraisal aims, appraisal standards lacking objective and single appraisal methods , which impact negative effect on performance examination system, such as project progress having been affected, performance appraisal only being for allot money in the some employees 's think , in the present performance management system of some telecom facility company, the employees often being left for abnormal reason in R&D, the sum of sale not being increasing, enthusiasm of employees being influence. By diagnosing the present performance management system, we have innovated organize framework according to management range of management principle, analyzed work positions, compiled detailed duty explanation, standardized work range and work content, appraisal standards. According to actual, we have made design principle, which include appraisal standards will be deal on the base which it must be displayed in furthest quantity if it could, or else it must be displayed in furthest carefulness , it must in flow if it would not be defined, appraisal content stand out examining mission performance on the comprehensive base, scientific and technical research project including many brainwork will be managed on result, not on behavior, interview of appraisal feedback has been attached importance ,appraisal result has been used reasonably, function of appraisal communication has been emphasized. Innovated some from various sides of flows of performance management system, including in the fact of appraisal content, choosing various appraisal content according to material work from employee's work, in the fact of appraisal indexes and standards, choosing key points which can reflect adequately characteristic essence and behaviors by KPI method, in the fact of framing performance plan, superiors and juniors being participate jointly in, in the fact of performance implementation, keeping continuance communication and recording employee work exhibition to strengthen notarization and objectivity of performance management, in the fact of performance appraisal, defining and descript minutely grade appraisal standards, presenting material indexes, which increasingnotarization and maneuverability of performance appraisal., in the fact of performance feedback, both sides of performance appraisal establishing performance amelioration plan together to make them amend performance together, in the fact of performance result utilization, not only relating result with reward directly, but with individual development plan. By innovating the performance management system, we set up a more reasonable performance management system adapting to company 's development strategy .All will be shown in some positions of R&D, which is representative department in telecom industry. After new performance management system put in practice, employee's performance have been improved, delay of project progress have been decreased, factors of inhuman-made have been decreased in maximum, but there are some problems in implementation. Creating passion of employees in R&D have been inspired, quantity of product have been greatly improved, satisfaction of users have been greatly improved, the sum of sale has been increased, phenomenon of leaving of employees for abnormal reason have been decreased, risk in R&D project completed have been depressed, work initiative and work ardor of employees have been boosted up, they bring forward many advice in routine work. but there are some problems, managers deal appraisal at a venture in order to save time, which affect appraisal attitude of employees, appraisal content and standards have been difficulty in relative stable, it is very difficult to examine externally actual fact which would be reflected externally because of error of man-made. Implement of performance management system must been begun from fact and been fair and reasonable, it is the key to let it be a common point which been accepted by mangers and employees, for which it must bring its merits and avoid its flaws to realize enough control function of getting reward according to his work, of rewarding excellence and punishing inferior, of blazing his potential.