Research On Performance Management Of Zhuzhou Tianyuan District Bureau

With the rapid development of modern social economy, theinformationization level enhances as well, the national’s quality improvedquickly, so the demand of the whole social to the department of bureau offinance function is higher and higher. And at present Zhuzhou Tianyuandistrict bureau of finance suffers a situation： the staff’s work enthusiasmneeds to be improved and their work performance is very low. Therefore, it’svery necessary to design a performance management system, to evaluation thestaff’s achievements and professional competence correctly, to inspire theircompetitive consciousness and the enterprising spirit, to enhance workefficiency of the financial sector, to improve the whole quality of the staff.This paper uses the main theory of performance management as thestarting point, studied the performance management of the status quo ofZhuzhou Tianyuan district bureau of finance, pointed out that the mainproblem include five aspects, using performance assessment instead ofperformance management; ignoring the performance communication andfeedback, performance appraisal elements set too general, performanceevaluation criteria is too subjective, and performance evaluation angle is toosingle. Furthermore, this paper listed four main factors that lead to the lowperformance management, e.g: performance planning, performanceimplement,performance evaluation, the application of the performance result. According to the existing problems of performance management, thepaper mends a thought that improving the performance management from thefive aspects of performance management process. First identified the designprocess as bureau key performance indicator (KPI)-the department keyperformance indicators-personal key performance indicators (KPI). Thenaccording to the different job descriptions set different performance plan, andimplementation of performance, which have to pay attention to theperformance communication and feedback; after the completion ofperformance plan, using the way of360-degree performance appraisal toexamine the results of performance; in view of the performance appraisalresults, sets the implementation of performance feedback and performanceimprovement plan. Then a complete smooth performance management systemis constructed to meet the requirements of the bureau of finance.