Redesign With The Performance Management System Of Shenyangdelong New Material Corporation

Today the key part of company management is strategy management, and HR management to strategy management, performance management to HR management like the case. Performance-oriented has been the basis requirement in company operation. In the new competitive environment, the tradition checking method of excellence, ability and diligence in the development and management of HR , can not meet the need of company to performance management. Thereupon, some successful performance management methods, for instance, BSC, KPI, MBO etc, they were applicated in companies, but carried out little.This dissertation will focus on the topic and choose De Long as one typical sample of Chinese medium-small sized enterprise. But current management and HR system , especially performance system do not meet the requirement of its development strategy. So the consultant team designed new performance management system based on BSC (Balance Score Card ). The system can cascade KPI (Key Performance Indicate) of its strategy to all of employees and make sure they work towards the grope goal. This dissertation encircle the two points to study, they are inreseaching thread and researching method, there is certain reference value to the similar marketing position enterprises in China.This dissertation , using surveys, interviews, research and theoretical analysis of system performance Delong's case study, and its specific circumstances and requirements of design solutions. This article has been divided into five chapters: Part one is an introductory section, which is part of the question. It had pointed that the importance of performance management in the enterprise and defined the meaning of performance management, explained the significance of the writing of this article. In this article, we will be defined as performance management in specific environmental organizations, with specific organizational strategy, objectives linked to the performance of employees, managers and employees at the same time is between the two sides continue to maintain two-way communication to achieve Organizational goals and staff development.Part two is the theoretical basis for writing this article, first of all ,it reviewed the performance management process of research at home and abroad, introduced the performance management tool, which will focus on management by objectives, Key Performance Indicate, the Balanced Score Card in three ways, namely it, and their advantages and disadvantages. This is the theoretical basis for this article.In the third part, it had carried out the diagnosis and evaluation system based on the De Long Company's Performance Management and the status of implementation of the existing problems. It conclude that the target system is not strict; the lack of communication and performance; the lack of support for the objectives of the program performance; rigid implementation of performance management; evaluation of the subject and the lack of a single over-training; performance Management is only a means of wage classification, and so on.Part four is the most important part of this dissertation. According to the theoretical basis and combined the fact of De Long Company management. A performance management system suited the need of enterprises is redesigned. First of all, the principle of redesigned performance management system program is put forward. For instance, contact with company strategy, etc. Then the essential thread of redesingned performance management is analysised, renewing the position analysis and building the performance management system. Lastly, the concrete design program of Performance Management system is elaborated, it mainly process design, checking result application. On the choosing of performance management method, according to the present condition of enterprise management, the key performance factor law was adopted as the means of Performance Management.Part five points out some problems that De Long company shout notice when it is carrying out the performance management program. There are manily five aspects, pursuiting the more of key performance target, neglecting the measure of qualitative target, improving the cognition of Performance feedback.We can draw the conclusion below through the analysis and study of performance management system of De Long Company.1. It is the key to the success of performance management that introducing. Performance system must combine with the strategic business development of enterprise. More importantly, it blends with the work of staff ,which enable targetable and operation. The closer the combination is, the better the achievement exam results.2.Performance Management is the management system for all staffs which needs every staff to join from its building to carrying out ,at the same time ,Performance Mangament provides the manager with one train of thought for daily management and a systemtic what to manage daily, how to mange.3. Performance Management is the effective combination of Performance program , Performance check, Performance communication and Performance improvement. They are nevessary, lack of any Performance Management, it will fail though.4. Performance Management also requires time and the accumulation of time, other companies may not be suitable for their own programs, management is in the accumulation of rising, not all of a sudden it is a fantasy effect, omnipotent.I reference the experiences and lessons of some other companies Performance Management according to my learning of Performance theory, and in order to adequate for the situation of De Long company, practical key Performance factor redesigned the company's Performance Management system. The perfect structured strategic leading Performance Management system ,which can coordinate and perfect orrespondingly better according to the change of company strategic and be effected to the request of a corporation to adapt the marketization. Meanwhile, limitations still exist. For example, the carrying out of Performance Management system which was new born, is needed to inspect, the system problems of a corporation did not analysis deeply and the target of Performance Management system is simple ,that just qualitation analysis ,not quantitative analysis and so on.