Performance Management System Design And Implement Countermeasures In Changchun Car Company

In the increasingly fierce international market competition, if one enterprise wants to achieve a competitive advantage, it must constantly improve its overall capacity and performance. Human resource is the "first resource" and the core competitive edge for an enterprise to obtain a competitive advantage, however performance management is the core of human resource management, how to improve the human resource quality, effective performance management is a key link. To establish a performance management system is a new develop orientation of performance control and a Humanized management requirement.As a subsidiary of China North Vehicle Group, state-owned enterprises Changchun Car Company, during the development of railway and urban rail transit construction if rapid progress, as well as the introduction of high-speed EMU process, its development is also facing severe tests and challenges, the market situation is not optimistic, we need to study in depth the real customer demand and potential demand objectively, speed up exploring off-road and international markets and create new markets, opening up a new growth point. At present, the whole quality of technology personnel cannot meet the new variety, high-grade, low-volume market demand, the role of human resource management has not yet been fully exploited, especially in performance management system and development of the factory. Therefore, the purpose of this study is to design a practical performance management system for Changchun Car Company to improve the performance management level, thereby promoting the steady development of the plant.Performance management is a management of every factor during the performance realization process and an activity which based on enterprise strategy. Performance management is a series of daily management activities through the decomposition, distribution, assessment, feedback, application of enterprise strategy target, the purpose is to encourage staff to continue to improve performance and ultimately to achieve a goal of corporate strategy and management activities. Performance management is a cyclical process, not only emphasizes the performance results, but also stress the importance of the process to achieve results through planning, implementation, evaluation, feedback, etc.First, performance management is a management; the key is communication, performance management, advocacy and cooperative relations, the pursuit of self-management. Performance management is a fully system, in broad terms, it includes basic work, just as the fundamental work, namely, management by objectives and job analysis, performance indicators, setting, performance plans, performance implementation and management, performance appraisal, performance feedback and performance evaluation results of the application of links; from a narrow said, is often seen as a performance management cycle, this cycle is usually divided into four steps, namely, performance plans, implementation and performance management, performance appraisal and performance feedback. At present, performance management appraisal pattern including KPI, target management appraisal, balance score card.The existing performance management problem of Changchun Car Company including: the management departments and business executives wrongly equated performance management with performance evaluation, ignoring the other elements of performance management. Ignoring business strategy, which leads to goals and strategies easily disharmony, and even generate bias and departure. Performance Management and Strategic gap highlighted in the strategic goals have not been effectively broken down; performance management is not able to form a strategy for effective support. During the implement course of Changchun Car Company personnel evaluation, they do not combine the integrated use of appraisal, but to adapt a single evaluation method, ignoring the daily evaluation or mass appraisal. Such a single appraisal method which based on examination, may have contributed to their subordinates a bad style that only know how to "seek to", only willing to seek higher-level leaders appreciated, only do the surface of the article, the neglect of co-workers and the masses, not do solid work.After the analysis of existing performance management problem, based on analysis of its strategy target, human recourse situation and company culture performance management environment, according to performance management procedure, design a set of performance management system for them.In the performance planning stage, using a thinking of BSC and KPI to define a performance target ,ensures that performance management and enterprise strategy can be combined closely; in the performance stage, proposed system and the department's regular meeting and performance communication; in the performance evaluation stage, suggest to use 360-degree performance appraisal method; in performance feedback node, and put forward the results of performance evaluation should be used in personnel decisions, organizational improvement, and employee personal improvement plan.Finally, make suggestion for the company's performance management system implementation, pay attention to shaping the culture of high performance; pay attention to enhance the transparency of the process of performance management; provide an organizational security for its performance management; and pay attention to human resource management and other work in close coordination.