Research On Performance Management Optimize Of G Management Consulting Company

According to modern human resources management theory, human resources management system is divided into eight separate modules, the design of organizational structure, staff recruitment and selection, training, compensation and benefits management, performance management, labor relations management, career planning and corporate culture construction. Among the eight modules in the human resources management system, performance management has been regarded as a central and key factor. As a management consulting company with demand of high quality of human resources, effective performance management is particularly important. Effective performance management played an important role in promoting the development of the company, and also became an important means to improve their competitiveness.Performance management not only provided simple means of assessment, it was also defined as the management process that the managers carried out to keep outputs of staff work in correspondence with organizational goals.. Its significance is to improve job performance, to motivate staff morale, and ultimately to achieve the organization’s strategic objectives. This article tried to find concrete solutions to meet the demands of human resources management of Chinese consulting c companies and establish a reasonable performance management system, making it scientific and practical. It was desirable to provide some useful ideas and specific methods of performance management as reference for the consulting industry.G Company was founded in2010, providing customers with consulting services referring to finance, tax, internal control, strategy, human resources. G company now have50employees, in which Graduate students accounted for33%, undergraduate approximately accounted for68%. Consulting team was mainly composed of younger members, and has formed orderly talent ladder.6employees over the age of40,16employees between30-40, and28employees under the age of30. G Company implemented the annual assessment, focusing on assessment of contributes, behavior, level of business, performance, teamwork and moral quality etc. Examination results were taken as important reference for the adjustment of staff positions and annual bonus. For supplementary, G Company made the job instructions, training programs, and improve the compensation system.Based on empirical study on G Company performance management optimization, This article contained five main sections:the first part was introduction, it mainly described the research on performance management home and abroad, and proposed the thought and innovation of research;the second part described the related concepts and theories of performance management, on the basis of related theories, pointed out the main difference between performance management and performance appraisal, also described the role of performance management which played in human resources management; on the other hand, it introduced the concept of the consulting company and characteristics of the consulting company’s human resources and performance management.The third part was status analysis of G Company performance management, started from the actual situation of personnel and performance management, made a brief introduction of performance-related jobs and compensation, focusing on the practice and experience of performance management, existed problems and the causes of the problems.The fourth Part described optimization and implementation of G Company’s performance management. Designing optimization programs focus on problems of G Company’s performance management, including performance management optimization objectives, principles, the focus, the implementation conditions, it mainly introduced the optimization points of performance management, including4areas:management objective examination, project evaluation, working hours assessment, comprehensive evaluation. In order to comprehensively promote performance management, G Company carried out supporting measures such as job specifications, performance interviews, staff development, benefits and compensation as well as the corresponding optimization organization, system, culture, training and etc.the fifth part was the main conclusions and further study. It put forward that how to stimulate spirit of innovation of R&D team members in use of performance management, how to form a competitive mechanism to improve the staff’s performance, how to effectively assess their positive influence to promote performance management, how to really understand and solve psychological problems of staff from various departments etc., are worthy of further research.