The Design Of Performance Management Systems In Changchun Lantime Sealing Cl.,Ltd.

In this paper, a medium-sized private enterprises address the existing problems in performance management, analyzed the causes of the problem, and the use of modern performance management theory, design a set of performance management system. Realizing companies to achieve strategic objectives, and promoting staff growth to a sustainable development of the company's purpose.This paper is divided into four sections:The first part, introduced the main Sealing Technology Ltd in Changchun blue sky basic operation of the enterprise, corporate human resources for the development of a detailed explanation on the current performance management company conducted a detailed analysis. The current performance management company has three notable features: First, performance management also remain in the performance evaluation stage, its emphasis on the behavior patterns of staff and the past behavior results of the examination, to the neglect of relevant training and development work in order to improve the performance of the late second performance management is subjective initiative ignores the strength of the staff, will work only as performance management and related functions of the department's work was purely a staff assessment was the target of one hand, causing staff initiative can hardly play the other, a staff with a cold or psychological confrontation approach to organizational performance management. Third, the Human Resources Department to the irrational power design can lead to the effective implementation of performance management, the power sector performance management restrictions on the one hand it difficult to establish credibility, on the other hand coordination so that the departments also suffered from unnecessary obstacles. So, faced with the emerging issues, we should look at the management philosophy and management of the technical aspect, the entire performance management continues to deepen the implementation continues. The second part, performance management readiness. The company introduced development strategy, a detailed description of the goal of performance management, performance management principles and performance management system design organizations and personnel. First, this part of the performance management system to discuss the establishment and the relationship between corporate strategy. Secondly, in this part of the performance management system on the design principles are quantified principle, the principle of accurate, planning principles, visibility principle, the principle of Sustainability can check principles and the principle of a total of seven principles enforceable.The third part, the performance management has process. Based on the strategic enterprise performance evaluation system operating procedures, individual performance evaluation system for enterprises operating procedures includes the following six steps:The development performance plan. Performance is the planning stage, managers and employees to identify performance appraisal cycle. On this basis, the staff working on their own objectives commitment.To ascertain evaluation indicators and standards. Staff personal and individual acts KPI results KPI together constitute staff's personal performance indicators.Performance counseling and training. Managers on staff to guide and supervise the work to be found to resolve problems in a timely fashion, and performance plans to adjust. Throughout the performance period, requires managers constantly on the staff of guidance and feedback.Performance evaluation. At the end of the performance cycle, based on pre-developed good plans, the staff officer in charge of the completion of performance goals for evaluation.Performance feedback. Performance feedback through interviews, competent staff can understand the expectations and the actual performance of the request guidance or help supervisors. Both the staff and the head of the evaluation results and improving performance reached a consensus points to determine the next cycle of performance management and improve performance goals, which began a new round of the performance evaluation cycle.Evaluation of the application of the result. Performance evaluation of the results can be used for staff work performance and work skills improved, accordingly, the incentive for employees, pay adjustment and the corresponding personnel changes.Performance Management on the specific terms of implementation, performance management mainly by the development of performance plan, the preparation of performance indicators to assess the performance assessment of staff training, implementation of performance evaluation, conducted interviews and performance feedback results of the application of this performance cycle six stages. Good performance management from both macro grasp of the six stages, but also from the micro level grasp of the six stages of the implementation details.The fourth part, the focus of this paper, the detailed design of the three conditions for the production sector, the productive sector and management of auxiliary personnel performance management system and tables. The production sector performance management system and tables set the organizational structure and staffing were discussed, the development and management of fixed and analysis, a detailed description of the composition and performance of wages calculation method. Fu briefed this part of the production sector group performance management system and the method of calculating performance wages, and production departments auxiliary group performance wage formula for a detailed explanation. Finally, we use a lot of space and a detailed schedule management performance management system. Reference management by objective assessment, 360 evaluation system of thinking, the company developed a blue sky company management staff appraisal system. Follow quantitative examination system, the principle of fairness to employees results of the work as the main assessment targets, underpinned by objective, quantitative indicators of open standards and assessment for the offer based on the reduction of the least subjective wishes to have a practical examination system the operability. To reflect equity, in addition to announce quantitative indicators and assessment results, the government also set up an examination system of arbitration, the arbitration has the power to change the result of the test, its ultimate effectiveness of the outcome.The conclusions of this paper summarized and performance management system in the company's implementation of the briefing.In this paper the design of the new performance management system is implemented, the company's employees changed the original understanding of the performance appraisal, has begun to realize that assessment brought to the enterprise and the dual interests of the staff, starting from ideological support the implementation of performance appraisal, which is a favorable corporate human resources management response. The enthusiasm of the staff showed a significant increase. Output from the beginning of the 500 tonnes to June of 600 tons, product qualification rate from the beginning of the year 95 percent increase to June of 96.4%, the total payroll staff from the beginning of the year 320,000 yuan raised to June of 400,000 yuan, staff the wastage rate from the beginning of the year 87 percent to June's 12 percent, corporate profits have been greatly raised.The new performance appraisal system, the establishment and implementation process, also encountered many difficulties and problems, there are also many places need to constantly refined and improved, but it is worth mentioning that the employees thinking of the next step to promote change will become the main work motivation.