The Optimal Design Of HC Company’s Performance Management System

With the arrival of digital economy, knowledge economy and globalization, companies face more and more fierce competitive, and performance management increasingly become the effective way to keep survival. In such a situation, if a enterprise want to keep core competitiveness, it must continue improve its overall performance. It has been found that performance management which is a key function of human resource management is a significant management way to keep its sustainable competitive advantages, attract excellent employees, advance its development and make it success. Through establishing a perfect performance management system, company will translate the abstract strategy into effective action for specific staff to ensure the smooth implementation of the business strategy. But in practice, there are many problems such as performance appraisal and divorced from the enterprise strategy, incomplete performance management system, unreasonable performance management indicators and so on in enterprises, which block their development. In this paper, the object of study is HC corporation, and it also encountered the same problems which troubled the managers in the company. We will discuss and analysis the problems, and based on which we will design a perfect performance management system.HC company is one of the classic international electron component corporations, and the company advocates family management. In the company’s development history, this kind of cooperation culture played an important role, but as the advancement of the enterprise, more and more problems shown on which indicates that the company needs urgently to set up an complete performance management system. We combined theory with practice, through literature review, group interview, quantitative and qualitative analysis, comparative analysis, and we found that there are many management problems in the company, such as the mismatch between performance indicators and corporation’s strategic destination, the unscientific performance indicators, the un-entire chains of performance management, the deviation of assessment of performance management, and the lack of efficient communication of performance management, and the misuse of the performance assessment results. We analysis and found out the reasons to the problems listed above. Then we design the measurements to tackle them based on the corporation’s strategic aims focusing mainly on performance management plan, execute, check, assess, feedback and refer and we present the improved performance management framework and flowchart.Based on BSC and KPI through delivering the company’s strategy to the individual, we sets up departments and personal KPI. Meanwhile, we adopt the360feedback, namely superiors, subordinates, peer and self-assessment, which will decrease the subjective assume and improve the enthusiasm of employees, thereby promote the whole capability of the company.We enrich the related field of BSC, and offer the new idea of designing personal performance indicators. We also combine the theory and practice by the concrete case. It has some values to the research of performance management and the practice in company which has the same problems.