Research On The Performance Management System Design Of Shanghai DE Company

In both opportunities and challenges of the market, the enterprise by adjusting the strategy, raise the cost of production, compressed, perfecting rules and regulations, to improve enterprise comprehensive ability to adapt to the fierce market competition, but not fundamentally improve the performance of the enterprise. The rational management of human resources and use become the key to the enterprise competition, how to improve the comprehensive ability of the enterprise staff to become enterprises to explore direction? Performance management as the key link of human resources, the core is the system of the enterprise strategic target. Enterprises should according to the specific environment of oneself,applying the idea of performance management set up enterprise’s strategic goals, improve the enterprise management system, promote the enterprise internal effective communication and cooperation,improve the comprehensive quality of employees.DE company is a research and development, design, manufacture and sales of various electrical equipment co., LTD. Founded in the early, has a good advantage in technology and talent, but the thought of traditional management and organization system, the influence of enterprise performance management thought is weak, examination form based on the surface, the assessment results cannot be applied in practice. As market competition intensifies, the enterprise economic benefits decline year by year, performance management system defects and deficiencies serious restriction enterprise’s development goals and strategies. The DE company present situation of organization performance management:performance management system chaos, staff thought is weak, lack of effective communication, etc., enterprise managers for performance management related ideas and theoretical study, a clear performance management system to establish the train of thought and to achieve. Combined with the deficiencies and problems of enterprise management system, adjust the function structure, the functions of department and staff positions, for the performance of the system to build its preparation. And then combined with the enterprise strategic goal setting organizational performance plan, performance plan, performance plan, and formulate the corresponding performance indicators, provide the basis for enterprise performance evaluation. After the performance plan and index set, the enterprise implement performance process, continuous attention to the completed progress department and staff performance indicators, and various performance indicators evaluation and feedback, and then in view of the performance indicators appear deviation, enterprise managers should combine the assessment results timely analysis, establish improvement scheme, based on the employee’s training and motivation, to planning and design of enterprise performance management process. Enterprise strategic goal set, using the balanced scorecard (BSC) theory to determine the financial dimension, the customer dimension, internal process dimension and learning and growth dimension of target index, the comprehensive analysis of the current work of the various departments and individuals again, combining the theory of key performance indicators (KPI) goal will decompose step by step to the departments and individuals, and then build from "company -department-personal" systemic performance indicators, establishing DE company’s performance management system, so as to improve the working performance of the staff and departments, complete the enterprise strategic target, achieve the further development of the enterprise.Finally, for the sake of the performance management system in the enterprise, the implementation of the enterprise from the improvement of the performance management system, evaluation of process control, communication mechanism and the establishment of supervision mechanism.