Design Of Performance Management System Of Dongfang Tobacco Enterprise

With the development of our economy and the complication of contents of job, the difference of performance between different employees also increased. As the base of enterprise performance, the employee performance plays an important role to realize the enterprise's strategy target. How to evaluate the degree of realization of the established target and how to realize the application of the results has become an important job in mobilizing the employee's enthusiasm, excavating the greatest potentiality of your staff, improving enterprise efficiency and achieving the enterprise's strategy target. As a core function of human resource management, performance management (PM) must play this role. After entering WTO, State Tobacco Monopoly Bureau merged and recombined the national tobacco industry. Tobacco enterprises are facing an unprecedented survival and development challenge. In order to build the core competence of the enterprise and gain the survival and sustainable development of Dongfang Tobacco Enterprise (Dongfang TE), it is necessary to capture the commending point of human resource development and management. As an important means of optimization management, PM will play an important role on enterprise development.This paper consists of six parts. The first part mainly introduces the basis of choice of the subject, significance of the research and related research. The second part reviews the theories of PM and illustrates the concept of PE and PM as well as the relation between PE and PM. In this part it analyzes the goal and functions of PM, introduces the general ways of PE and the principle of choosing HRM ways. This paper analyzes the PM procedure from five sides, and the basic that prepare for PM System Design------BOM and Job Analyze. The third part introduces the situation of Dongfang TE PM, the problems of PM and the reasons. The forth and the fifth parts are the important parts of this paper which are also the innovation parts. The forth part is about how to design the PMS. Facing the situation of Dongfang TE PM, it introduces the principle of PMSD, job-analyzes, job description of relative position and builds the KPI from job performance, job ability and job attitude. According to the fact, the paper endows relative weight and confirms relevant systems about PES, PEW and PE institution. For the sake of usual operating of Dongfang TE PM, The fifth part establishes some guarantee measures in the reforming of organizational system, changing ideas, building appraisal system, reforming of salary system and so on. Then it analyzes the possible problems in the process of practice. The sixth part summarizes the paper. It is important to build the scientific PMS which plays an important role on enhancing the core competence, achieving the target and so on. Dongfang TE's PM is not an isolated issue, we should view it with a systematic point and it should change along with the changing of environment. Only in this way can we prompt the HRM to a higher level, and realize the development of society, enterprise and staff.