The Design Of Performance Management For Technique Center Of R Group

After people entering into the 21st century, the integration of world economy is an irresistible trend. With the white-hot competition of international business, enterprises and corporations pay more and more attention to human resource management. It is very important to establish a scientific, effective and strategic human resource management as enterprises'core competitiveness. This will guarantee the realization of strategic objectives and sustainable development. It has become a key point of human resource study how to inspire personnel, how to make staff give full play to their initiatives and enthusiasm, and how to develop employees'potential to achieve business goals. The performance management is the focus of human resource work.By employing some basic theories and methods of performance management, particularly Management by Objectives (MBO) and Key Performance Indicator (KPI), this thesis puts forward and establishes performance management system with actual conditions for Technique Center of R Group.This thesis consists of 5 parts:Introduction, Overview of Performance Management Theories, and Analyses of Current Human Resource in Technique Center of R Group, Design of Performance Management for Technique Center of R Group, and Implementation and Evaluation of Performance Management in Technique Center of R Group.This thesis focuses on the design of performance management system for Technique Center of R Group. After briefly introducing the background, aims and methods of the study, this thesis explains the theories of performance management application, analyzes current human resource management in R Group, and establishes the key performance indicators of the group in accordance with R Group's strategic goals, furthermore develops the key performance indicators of the technique center, and finally forms staff's key performance indicators and establishes indicators base. According to the key performance indicators this thesis designs respective forms to evaluate the performance of departments and employees combining with their responsibilities and some temporary jobs or tasks. The results of the appraisal are fed back to the staff to improve the performance of employees and organization. The evaluation of personnel's skills provides a basis for the plan of employee's training and development. In the end, to guarantee the implementation of the performance management system, this thesis put forward some supporting measures.This thesis combines theories with actual conditions. The conclusion obtained from study is that performance management should be "people oriented". Organizations should motivate employees'passion by establishing scientific and effective incentive mechanism; the business goals are the base of performance management, and performance management can help organizations realize their business goals; it will affect the implementing effects whether the design of performance management is scientific and reasonable. Therefore, performance management is the key of promoting incentive effects as well as an effective tool that organizations use to realize their goals. It will be helpful to the theories and practice of organization management.