Studies On Problems Existing In Huma Resurce Performance Management In Chinese Enterprises And Their Solutions

As the exploit and management of human resources becoming more and more important in business operation, performance management of human resources has currently become a hot issue in the management of human resources. Since Chinese enterprises only started to learn the advanced experience in the performance management of human resource from the Western and introduced them to China about twenty years ago, after the "open and reform policy", how to integrate the experience into the management of Chinese enterprises is still far from maturation, In a developing country like China with profound and unique cultural traditions, Chinese enterprises are facing more difficult tasks in localizing and adopting the westernmodels in human resource performance management. After establishing a series of detailed goals of performance, many Chinese enterprises eventually cannot reach the expected goals due to many problems existing in management of performance. As globalization coming to China and business competition heating up, to study the performance management in Chinese enterprises, and to seek solutions for the enterprises in predicament of performance management will have important practical significance.The author first briefly reviewed the research literatures the area of human resource performance management. Then theoretically illustrated the problems widely existing in performance management of human resources in Chinese enterprises, and by giving TongZhouShi JunM FuShi Ltd. as an example, thoroughly investigated the causes deep behind the problems. On the basis of this, the author applied the advanced theories developed by researchers both in China and overseas in human resource performance management onto several currently popular models of human resource performance management, discussed in detail the major concerns and factors affecting the effectiveness of the models, including 360-degree Feedback, Key Performance Indication, and Balanced Scorecard. At the end, the author proposed a series of feasible approaches to establishment and implementation of a dynamic performance management system PDCA (Plan, Do, Check, Act) to drive continuous improvement of business performance.