A Research On Human Resource Performance Management System Of Shenzhen Gas Corporation Ltd.

Performance management is a fundamental work and one of the main functions of human resource management in a company. Not only does it provide basis for human resource decision makings, such as recruiting, job re-allocation, personnel training and compensation payouts, etc., but it also plays an important role in the implementation of corporate development strategy, in the improvement of economic benefits, as well as the improvement of human resource management, and in the construction of a harmonious company.The research purpose of this paper is to establish an effective and simple performance management system and plan that accord with features of Gas Corporation. The system would decompose corporate strategic goals and transmit pressure level by level. By appraising corporate managers'performance, implementing effective incentive plans, and guiding corporate managers'behavior properly, the system would make it possible to better exercise investors'rights to subsidiaries and branch companies, strengthen the implementation of corporate development strategy, raise economic benefits and core competence, enhance sustainable profitability and future value of the Group, and recognize the value of corporate managers.This research is not only an important component of Group's development strategy, but also an essential part of Group's human resource management. Starting with the general theory of human resource development management, this paper analyzes several misunderstandings in current theory circle concerning performance management and the necessity to implement performance management. After thoroughly investigating the current situation of performance management and the current performance appraisal system with Shenzhen Gas Corporation, this paper draws lessons from some popular methods in domestic business communities, and puts forward a employee performance management system that illustrates features of human resource classification management for gas enterprises. The system emphasizes on the following points: in general, employee performance appraisal should take three aspects into consideration, that is, performance, capability and attitude, and there should be different design of appraisal contents and methods for different management level and the general personnel; based on current management situation, performance should be evaluated in quantity; the system would introduce key performance index, utilize balance score card method in the design of Group's performance index system, and confirm the weight of different indexes. It would focus on the integration of human resource development, and take full consideration of the consistency between appraisal results and compensation payouts, training, rewards or punishment, as wells as other sectors. The system also provides a general mode of organization systems such as appraisal procedures and management system that should be considered in the process of performance appraisal, and put forward reform suggestions and implementing schemes that are worthy to be drawn as references.In summary, the topic of this paper is challenging to a certain extent. Performance management is a continuous improvement process. In order to achieve obvious outcome, it must be carried out with perseverance, and there should be no seeking for instant success, perfection, or unrealistic fantasy of the outcome of implementing performance management.