Improvement Of Quality Management Performance Management Solutions Of Lanzhou Institute Of Physics

In recent years, the social influence of the aerospace industry is growing, and model the task with a growing amount, which makes aerospace companies are facing unprecedented opportunities and challenges, gradually strong market economy and aerospace enterprises to bring the fierce marketcompetitive pressures. Human resources management as one aspect of the aerospace business management reform and innovation, we must change the concept of the establishment of the new system. Reasonable salary is the basis of excitation potential, and of performance management is an important means to mobilize the enthusiasm of aerospace high-tech talent work and manner.Face of the current situation, the employee performance management methods gradually unable to adapt to changes in the current personnel structure and mode of administration. How the existing performance management model based on the combined unit status and business development of practical, targeted improvement measures, and effective mobilization of the enthusiasm of the staff on, improve the efficiency of an effective performance appraisal mechanism, has important theoretical and practical significance.Lanzhou Institute of Physics quality management is research subjects, the existing performance management program for quality management department, on the basis of a lot of reading and learning of performance management of the relevant research literature, finishing the problems of performance management, analysisemployees on the recognition of the extent of the existing of performance management programs, and found problems, targeted improvement measures are proposed, and improve the implementation of measures and achieve the desired results, prediction and evaluation.Thesis conclusion:First re-carding the quality of quality management at the integrated management Kong, model quality division Kong, quality consultant Kong and inspection Kong specific job responsibilities, clearly define the specific duties of each employee and each level of the work input and output. Second, in terms of examination content, one design performance evaluation index system based on job responsibilities, according to the responsibilities of different positions to determine the key performance indicators to improve the relevance of performance appraisal; is to improve the ability and quality assessment indicators and to increase the additional evaluation content evaluation is much more complete. Again, the distinction of the examination results while expanding the application areas of the examination results. Finally, from the set of performance indicators, periodic evaluation of feedback, performance coaching and communication, performance improvement and new targets to determine "a few links, so that the entire performance management process more complete.