Study On And Application Of Human-Oriented-Based Enterprise Performance Management System

In the fiercely competitive environment, it is very important for enterprises to establish an efficient performance management system to enhance the core competencies. It seems that only by developing staff potential through effective performance management system to totally exert the effects of the"most precious enterprise resource", can enterprises take an impregnable position in the competition.Since traditional personnel management could not adapt to the increasing competition pressures brought by human-oriented management ideology either in management system or in management methods, complete innovations are required. Based on domestic and overseas researches, this paper discusses enterprise performance management system and methods, and the way to carry out people-oriented performance management ideology. It finally deeply analyzes the application in an enterprise.Taking modern human resources management method as the background, this paper analyzes relationships among human-oriented management, performance management and corporate culture, and discusses performance management implementation approaches guided by human-oriented management ideology. On this basis, main contents of enterprise performance management are emphatically studied, including performance appraisal goal establishment, performance communication, key performance Indication setting, performance appraisal cycle, etc, a "goal & communication" performance appraisal model is put forward, a performance management information system that can appraise staff performance timely and conveniently is designed and developed, which may improve HRM scientifically and efficiently.Finally, the above research fruits are applied to the performance management reform of a company. Based on its business process reengineering and HRM system planning, a"human-oriented"general performance management scheme is put forward according to its current performance management status and its HRM reform requirements. Besides, main influential factors of successful system implementation are analyzed. The research results have already been launched in the company, and it turns out that fine effects have been achieved.