Enterprise Of Battalion Of Our Country Civilian People-Oriented Performance Management Model Research

Private Enterprises in China in30years a remarkable achievement, made a greatercontribution to China’s economic growth and social stability, but also many problems in itsdevelopment process. Into the knowledge economy and information age, whether the victoryof the battle of talent will determine whether an enterprise can achieve sustainedcompetitiveness. Therefore, corporate human resource management work done is in place tobecome the key to win this war for talent. In human resources management, performancemanagement is an important guarantee of the relationship between human resourcesmanagement, the pros and cons, so the study of the corporate performance management isbecoming increasingly important.Performance management of private enterprises in China started late, so there are manyproblems in the process of development, such as performance management principles, stillattach importance to the matter-oriented; in the performance management system, stillemphasizes task-oriented; in the performance management process still the continuation of thebureaucratic system and management system. Through research as well as relevant literaturefound the reasons for the cause of private enterprise to these problems are manifold, but themain reason of the following four aspects: First, China’s private enterprises in general, startlate, is still in the primitive accumulation of capital; governance structure and governance ofprivate enterprises in China are generally more traditional; third, individual entrepreneurs orboss is also an important influencing factors; Fourth, the profound impact of social andcultural factors.In the face of the current situation and existing problems of China’s private enterpriseperformance management, this paper proposes to build a people-centered performancemanagement model. This model there is a fundamental difference with the traditionalperformance management model is interrelated. Contact performance between them are in theprocess of performance management as a support, the fundamental difference between theperformance of a fundamentally different management philosophy. The managementphilosophy of the traditional performance management model is the "thing-oriented" profit,people-oriented performance management model is a "people-oriented" employee-centric"management philosophy. In addition, people-oriented management philosophy in thePerformance Management "employee personality be respected," the potential employees andgive full play to the employees to participate fully in the management, staff development "tofully communicate with employees" and "full protection "This five forms. In addition, there isa performance management process and three protection mechanisms together constitute themodel of people-oriented performance management. Literature analysis and research methods used in the course of the study to commence theenterprise in the analysis of the literature on the basis of field research, includingquestionnaires and field interviews to obtain first-hand information for this study has laid asolid foundation.In addition, this study is a novel area, some of the concepts in this area has not formed aconclusion, the thesis is fraught with difficulty. However, due to people-oriented performancemanagement will be the future development of a significant trend, so we worth the effort andhard work are very worthwhile, but also of great significance.