| Performance management as an important component of modern human resource management seeks to departments and staff works together with the strategic goal of corporation and promotes the management target to be realized. Meanwhile through performance management provides support for human resource development, employment, training, promotion, salaries and incentives and so on. Its core is to correctly evaluate the enterprise, departments and staff performance, then gives appropriate rewards to the departments and persons according to different performance results achieved, and boosts the continuous improvement of the level of performance, thus promotes the corporation's core competitive power unceasingly, so that achieves the corporation's overall strategic target. Therefore, how to carry on the performance management to the staff has become the focus of people's attention. More and more enterprises begin to think much of performance management, and hope to establish a set of perfect performance management to effectively manage all levels of organizations and staff's behavior so as to ensure the smooth implementation of enterprise strategy.Changchun Great Dragon Company is a reorganization of state-owned enterprise which belongs to China Putian Information Industry Corporation and it is a large state-owned telecommunication equipment manufacturing enterprise which is the biggest in Northeast China and the State Level II. The leading product HJD04 digital program-controlled switch machine is a national new products and Jilin province famous brand. Because Changchun Great Dragon Company is a reorganization of state-owned enterprise, its management is backward and lacks modern business management system, the human resources management still pauses in the traditional personnel management, there are many problems existing in performance management, and its performance evaluation is still staying in simple, qualitative stage. The enterprise wants to display the competitive advantage well to meet the intense market competition, its top priority is to re-establish and consummate the performance system.Performance Management System is a complete system, and its process is usually considered as a circulation. This circulation cycle usually divides into four steps, namely performance plan, performance implementation and management, performance appraisal, performance feedback and interviews. Now there are many performance management tools, they have the stress respectively and have the good and bad points respectively. They are used in and suitable for different aspects. Three tools common used are presented as follow:KPI which called key performance indicators revolves the strategic formulation and is the strategic quantification manifestation. It is a performance appraisal system, that is, extracts the enterprise key parameters and divides the enterprise strategy target into operational work objective as the basis or performance management. It requires everyone taking this indicators system as unified system of instruction, all the plans and summaries must take it as the reference in order to reach the ultimate goal of the enterprise. KPI has solved the matching between performance management and enterprise strategy. Establishing explicit practical and feasible KPI system is the key to performance management. Balance Score Card (abbr. BSC) is one of the important tools for performance management. It is a strategic management of the company's financial and non-financial performance of the overall evaluation score cards from the finance, customer satisfaction, internal processes, learning and innovation to balance the development of an enterprise. It is taking the strategy and the prospect but not the control as the core, so the superintendents can surmount the traditional ideas of function division of labor, and then make the decision-making and problem-solving.The omni-directional 360-degree evaluation offers objective and real feedback information about the performance, outstanding working ability and specific work behavior and skill and so on of the evaluated person by the closely related people with him including his superiors, colleagues, subordinates and other related personnel, then help organizations and individuals in these areas to identify the superiority and needs of the objective process.Based on the theory of performance management, this paper analyzes the problems of performance existing in Changchun Great Dragon Company whose present situation of performance management is as follows: the current performance management is only the simple performance evaluation, it neglects the whole staff to participation and without scientific performance indicators and lacks a fair performance evaluation and the performance evaluation results have not been fully utilized.In order to enable Changchun Great Dragon Company to meet the external intense market competition and change the current status of the performance management, this paper designs a new performance management system combined the company's reality. Its goal is to solve the problem which exits in the present performance management and makes performance management play the incentive role so as to arouse the initiative and creativity of staff, and then improve the competitive power.Based on the related theory of KPI and BSC, this paper designs a set of perfect performance management system for Changchun Great Dragon Company. It utilizes BSC to decompose the enterprise strategic target, takes KPI as the core of the department and staff's performance evaluation criteria. This paper introduces the ideas of BSC in designing enterprise and department target to fully considerate the financial, customer, internal flow, and study & innovate, then establishes key performance indicators based on the strategic guidance of enterprise, it breaks through the traditional key performance indicators which is purely taking the financial norm as the guidance, then makes the departments and individuals'duty combined with the organization's strategy goals seamlessly, consequently causes the system to better support and serve the organization's strategy target and this has the strong feasibility.This paper contains five chapters. The first chapter elaborates the theory basis of the performance management system of Changchun Great Dragon Company, mainly introduces some elementary knowledge of the performance management, explains the necessity of the performance management, and systematically discusses the KPI, BSC and 360 degree feedback evaluation system. The second chapter discusses the profiles of Changchun Great Dragon Compamy, human resources condition and present situation of performance management about it. The third chapter describes the basis on designing performance management system including the design principles, the standard, the work analysis and the establishment of performance indicators. The forth chapter discusses the performance plan specifically, the implementation and management of performance, performance appraisal, performance feedback and interviews and application of the performance evaluation result. Through these makes the massive forms which is easy to operate, like performance schedule for the managers, staff plans, the departments monthly working schedule, performance feedback through interviews. The fifth chapter appraises and summarizes performance management system of Changchun Great Dragon Company, points out the merits and existing problems of the new performance management system, and discusses some of my personal experience in designing performance management system.This design applies the core idea of BSC in KPI design, unifies performance and organization strategy, supports and serves the strategy in the organization, which is certainly innovative. But because of the time and complex and variability of the actual work, it must act according to the new situation to promptly adjust and establish new concrete target for performance evaluation. In a word, only after practical application and testing can ensure the feasibility of the scheme. |
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