The Construction Of The Performance Management System For Knowledge-based Satff In Cs Institute

As the enterprise reform for the business units is accelerating further and the business units are participating in the competition in the market deeply, there is a pressing problem in front of the managers of the business units, which is enhancing the core competitiveness constantly to promote organizational performance. The knowledge-based staffs are the source of core competitiveness for the organizations, so their level of the performance, to a large extent, determines the level of organizational performance.Compared with ordinary employees, the knowledge-based staffs have stronger innovation, outstanding personality and the stronger sense of self-development. So far, the management of CS Institute for the knowledge-based staffs has still used the traditional assessment methods. As a result, it is difficult to exert the enthusiasm of the knowledge-based staffs and promote the organization continuously. In order to solve the problem, it is necessary to construct a new performance management system to meet the requirements of modern management.This article studies the construction of the performance management system for knowledge-based staff in CS Institute. On the basis of the comprehensive analysis of the performance management theory and the characteristics of the knowledge-based staff, this article, according to the actuality of CS Institute, uses the method to combine the objective management and key performance indicators to construct a new performance management system. This system meets the requirements of performance management for the knowledge-based staff in CS Institute. This article also studies the system of the key performance indicators, including five factors:the result value, the behavior, the learning and growth, the risk and the personality. This article points out 13 individual performance evaluation indicators adapted to the characteristics of the knowledge-based staff. Moreover, the study adds team performance in the system of key performance indicators to make a combination of individual performance and team performance. Finally, according to the incentive problem in CS Institute for the knowledge-based staff, this article puts out several incentive strategies from the principle of the incentive system:salary distribution with the performance as the core, targeted training, diverse honors awarding, and humane care. The author hopes to establish a scientific, rational, directional and operable performance management system for the knowledge-based staff to promote the performance management in CS Institute.