The Improvement Program Of Performance Evaluation Systems In Jinlin Yatai Group Cement Sales Co.,Ltd.

With competition intensifying and needs to enterprise development, how to enhance performance management in the enterprise has become the main problem facing by many managers. In this paper, I will use Yatai cement sales companies for research platform with the intention of setting up and the evaluation system and of forming a scientific and operational program which meets the actual needs to Yatai cement sales companies.This paper is divided into four sections.In section 1,1 will identify the existing problems and the causes in Yatai cement sales companies to performance evaluation system and find a solution.By means of questionnaire surveys and interviews, and other research methods, I conclude that there are mainly four problems in current performance evaluation program. First, there is a separation between the existing performance evaluation mechanism and the strategic objectives of the company and all departments focus on short-term performance while ignoring the long-term performance of the enterprise; Second, perforaiance the staff have generally insufficient understanding about the performance evaluation system and thought performance assessment of the duty of the Department of Management; Third, evaluation period is too long and the main performance evaluation index is single, resulting in many performance problems that are not solved in time and inaccurate results of evaluation and so on; Fourth, few indicators are quantifiable so that the whole performance evaluation with too many subjective judgments is not maneuverability.By the survey of the current status of performance evaluation, we believe there are the following three points that cause the problem summarized above. First, there is no correct position about performance evaluation and none of the performance evaluation is correlated to enterprise development strategy so as to it can not promote the core competition to improve. Second, the evaluation index in Yatai cement sales company current performance evaluation system is a single, regardless of the classification of staffs. The relevancy and effectiveness of the performance evaluation are poor. At last, there is no effective communication about the feedback of evaluation conclusions and the evaluation process so that it affected the performance assessment results seriously.To solve all these problems, it is necessary to use advanced performance management concepts and tools to build a systematic and scientific performance management system and constantly improve the staff performance and provide effective protection of human resource management for the realization of the company strategic objectives.In section 2,I discussed the design improving the performance assessment program in detail including objectives, principles, systems, methods identified the key performance indicators, performance evaluation cycle and the scope of application, the resources implementing the program.First, determine the goal of improving performance evaluation program of, namely establishing of corporate performance management system, improve and enhance the management capacity and the effectiveness of management staffs and promote the working methods and performance of evaluated staffs and enhance the performance of organizations and individuals and increase staffs satisfaction.Next, make sure the design principles of the program, namely stress the effectiveness and operability to implement the basic design ideas, never to pursuit perfection excessively and to start the evaluation implementation for the purpose, gradually improve the evaluation management system, not make the incentive for the sole purpose of assessment, the emphasis on performance improvement of staffs. Then, Design performance management system of Yatai cement sales company based on the enterprise strategy including three parts: the performance management organization and the responsibility system, the performance management processes (performance plans, performance monitors, performance evaluations and performance feedbacks), performance management system design. These three parts closely interrelated and make a management cycle, ensuring the performance management system to change and improve consistently according to enterprise development.In section 3, classify by the nature of positions and form a variety of performance evaluation system including middle managers, general managers, logistics support staffs, marketing staffs and enhance the operability of the program.The evaluation cycle for middle managers is quarter and year. The main evaluations are work performance, the ability to work, work attitudes. Key performance indicator methods are used to measure the performance. 360-degree evaluation methods are used to measure the ability to work and work attitude. According to the posts the actual situation, set the weights on the three aspects. Quarterly results of evaluation are linked to performance wage in the next quarter and the annual results of evaluation are linked to performance wage in the next year.The evaluation cycle for general managers is quarter and year. The main evaluations are work performance, the ability to work, work attitudes. Work performance evaluates work plan completed in the month weighted by 70 per cent. The ability to work and work attitudes are measured by 360-degree evaluation method weighted by 30 percent. Monthly results of evaluation performance wage next month, the annual performance results are linked to annual wages.The evaluation cycle for Logistical support staffs are month and year. The main evaluations are work performance, efficiency, work attitudes. The main part of the work performance is the practices implementation weighted by 70 percent. The efficiency and work attitudes are evaluated by the implementation of the work, work cooperation, and customer satisfaction weighted by 30%, respectively, from direct superior, peer employees, customers for evaluation. Monthly results of evaluation performance wage next month, the annual results are linked to annual bonuses.The evaluation cycle for marketing staffs are quarter and year. The main parts are work performance and the working process. Work performance is weighted by 70% and working process is weighted by 30%. Key performance indicators are mainly used. Quarterly results of evaluation are linked to the next quarter allowances coefficient and annual evaluation results are linked to the annual reward and punishment.In section 4, improving the system is compared with the original programs after completion of the performance management system and prior to running the program. The improving program may face problems and proposed solutions to the problem. At last, it is necessary to expect the results after solving the problems preparing for the formal operation of the system.The advantages of comparing improved program with the original proposal embodied in the more scientific, clear objectives of performance, more reasonable quantified performance indicators and more completing performance management system.Prior to the implementation of the program, it is necessary to analyze problems that the program may be encountered and maximize the risks. The main problem encountered is probably may boycott attitude of middle managers and individual employees, evaluating data sources inconsistent and evaluating index and weight design may be unreasonable.Targeted to the issue that is expected to arise, one can formulated the following solutions and measures to ensure the smooth implementation of the program:1. Gain the support for executives, especially the support of the highest managers. 2. Strengthen the concept of performance management training for middle managers and train middle managers skills of communication and judgment.3. Strengthen advocacy, improve staff knowledge, access to the staff's endorsement.4. First pilot locally and then implement overall to ensure the smooth implementation of the program;5. Review the results and then link the results to pay, promotion, and other elements until the results of performance evaluation is relatively objective, fair.6. Performance Management Committee is responsible for the implementation of the entire process and sum up experiences timely, learn a lesson and timely optimize and improve the program.After solving the above problem, the performance of the improving performance evaluation program is expected to ensure the successful completion of company strategic plan and annual work plan. Various job responsibilities, work goals in the enterprise will be more comprehensive, clear. Internal management level in the enterprise will be substantially improved. It will create an open, fair, equitable good atmosphere and fully embody the "people-oriented" enterprise culture.