Study On Business Performance Management System

Performance management is the latest trend for enterprise development, Study on domestic enterprises Performance Management System is of great practical significance, The purpose of this study is to construct domestic enterprises performance management system and provide theoretical guidance, This paper explained the performance management "is what" and "why" on the basis of focus on enterprise performance management system construction mode, The second, third, fourth chapters are the main thesis,The first chapter of this essay is the introduction, This paper introduces the topics background, the significance of topics, the main research papers, Finally, the thesis research methods and technology line,Chapter II mainly introduces the enterprise performance management system of the meaning of basic concepts, Several theories related aspects of the corresponding theoretical research,Chapter III is design model of the main enterprise performance management system,By understanding performance management enterprises at home and abroad of the status quo, using foreign and domestic enterprise performance management model of successful strategies, predictable domestic enterprise performance management system development trends. This chapter is the focus of this paper, a detailed account of the performance management process in four areas. Performance is the first stage of plans, performance plans as a starting point for performance management, which has played an outline of the engine leading role it is performance management activities are critical to the success. The main stage work including : performance management process timing arrangement, the establishment of the index system. Performance plans and the introduction of communication. The second stage is the stage performance support and counseling, performance support, including material support to, knowledge, skills and the added power and the right support. Performance in the process of counseling should not be a manager supervision, but a performance coach. Managers should always change the role and actively participate in the completion of the staff performance campaigns, and not a passive bystander. Performance during counseling, managers should be appropriate to ask questions, listen and facilitate skills, rather than rely on the distribution of tasks and control outputs completed. Next is the performance assessment stage. Performance Evaluation of the model of employees completed the outcome of the performance testing, At this stage managers to actual performance results and performance plans, identify gaps and progress as well as staff performance activities summary report from this report extracted information into different training, promotion, Pay and Performance Improvement, and other sectors, to provide a basis for action. A final point is the communication stage performance feedback. Performance feedback for the purpose of managers and staff through two-way communication, identify performance gaps have reasons, Aggregate performance of successful experience, to let staff know how managers expect of him. Meanwhile the employees to actively participate in improving the performance of activities to China. This paper also raised the application should pay attention to some issues. First, we must strengthen the building of a culture of performance with excellent performance high performance culture is one of the characteristics of enterprises. Because of the high performance culture enterprises can affect their internal conviction, that is, their work and the entire corporate contributions values. High performance culture also includes the ability to change, this is a very important nature, since with the strategic goal of the changes, organizations must also advance with the times. Second, it is necessary to correct the management team's performance. Third, we must pay attention to the middle management performance, because the middle managers Service is the backbone of enterprises team, nexus is the backbone, and fully mobilize the enthusiasm they can live with the entire enterprise management. Outstanding enterprises can maintain sustainable development, achieve higher performance, the key factor is not high-level managers, but in a number of reform, the middle-level management skills of managers and their special status, distinct personality, have a strong sense of achievement motivation. The fourth is to establish a performance management as the core of human resource management modules of the overall facilities. Improve the performance management system can become human resources supporting the overall focus. Performance evaluation, as embodied in the human resources strategy can be the same human resources planning, recruitment, training, Pay close management module combination. In addition, the new performance management and development field is linked to the establishment of mentoring program, the staff of career development and a fallback plan. Guidance typically line manager or department senior staff for the new staff to provide personalized guidance. During this period, staff planning, clear guidance on what to teach people, what new school. Per annum in the assessment of each department, guidance will keep communication with the staff. Formulate a personal development plan, the enterprises should provide for a staff training on the job, or extracurricular training, It also should provide some rotation opportunities. In performance management, staff and themselves and to the development which is taking administrative or research and development series, ultimately enhance the value of the individual employees. After the end of the probationary period, not only guide to the new guiding make evaluations, but newcomers should guide people to make evaluations guidance. This study has three purposes : First, to adjust to new staff feeling suited to the business culture; Second, allowing employees to determine if they are competent for this job; Third, enterprises can also judge whether the staff can be integrated. These programs with performance management systems combine, creating performance management as the center of all human resources module overall facilities in order to effectively improve the overall performance.Chapter 4 introduces enterprise performance management system of performance evaluation aspects of the use of assessment tools, applicable conditions of the various assessment methods advantages and limitations of a detailed analysis of the enterprise's practice provides reference recommended enterprises according to their own actual conditions to develop appropriate performance management system and to establish a range of performance appraisal systems, and methods,Chapter V of this paper for the final review and outlook, This paper summarizes the main work and arguments, this paper sets out the innovation and shortcomings, and points out the direction for further research.This paper may be has the following innovations:1.First of enterprise performance management system to make the meaning more clear Analysis,2.From the general pattern of performance management on the basis of building a domestic enterprise performance management system of optional model, and the model is in the process of which should be paid attention to the problem,3.More detailed analysis of the performance evaluation tools for the scope and limitations, and enterprise performance management implementation of the specific operational dimensions of appropriate countermeasures,...