Research Of Strategic Performance Management System Of HM Corporation

In the21st century, economic globalization and informationization developed more rapidly, the enterprise environment change violently, knowledge has replaced the traditional labor, capital and land and other production factors, become the most important resource. The competition between enterprises is not only for the performance of the product competition, but also for the performance of the enterprise whole, comprehensive, sustained competition. Enterprise sustainable development became the focus, human resources become a prominent role in the enterprise growth increasingly, the perspective of organization performance management was challenged.Along with the deepening of reform and opening up, China’s enterprise management efficiency and the management level have been greatly improved, the performance management is the core of the human resource management that generally get the attention of each enterprise, some western advanced management thought and the management method constantly fusion to the enterprise management practice. However, many Chinese enterprises in introducing foreign performance management tools and methods, like "copycat", ignore the management situation and contingency characteristics, meet the cultural conflict and system can’t fit and difficult. How to let the advanced idea at home take root, and how to put the Chinese traditional culture and western modern management tools to merge into an integral whole, this is what enterprise is faced with the reality of the theoretical problems is an issue of concern.In recent years, along with the electronic manufacturing industry to Asia’s transfer gradually to the thorough, China has become the most active electronic industry development areas. However, the rapid growth of the circumstances, China electronic manufacturing industry is facing many challenges. The traditional electronic manufacturing undertakes the industrial chain of downstream, relying on labor force price win, but now you have to face the challenge of growth pattern transformation, speed up the adjustment of industrial structure, strengthen innovation ability, improve the industry technology moisture and market competition ability, become a trend nowadaysElectronics manufacturing enterprise strategic performance management system has improved enterprise core ability, stimulating people skills and knowledge level and the enterprise sustainable development safeguard, occupied an important position in the enterprise human resources management system. Electronic production enterprise-----HM company,as numerous transformation of the reform of China enterprise, have been used for plan era of traditional performance management system, namely to financial index as the center, pay attention to the economic index of the completion of the administration mode. In most cases the core elements of assessment index is not ready, no evaluation standard, let alone setting performance target. In addition, the performance evaluation index is simpler extensive, most assessment index can be used the same level position, even with all applicable post, lack of key performance assessment indicator; Performance management for equivalent performance assessment, performance assessment and the organization’s strategic target disrupted. Therefore enterprise urgent demand the establishment of an effective performance management system to help the enterprise improve the performance management problem, promote the enterprise performance management of waterAs a project director, the author organized and participated in the project of HM company strategic performance management system design and implementation work. Through diagnosis and analysis of the company, the original performance evaluation and human resource guarantee system, combining performance management related theory, the balance scorecard and the key performance indicators, and other strategic and performance management tool, the company’s strategic goal of HM, hackles the performance of different main body, set up different levels of key performance indicators system and implementation of security measures to construct modular performance management system. To promote the enterprise performance management level, the enhancement enterprise profitability play a role. Based on the structure a total of six parts, the first part mainly introduces the research background and the research significance, the research content and methods, research framework. The second part discusses the performance management of the meaning, function, structure, performance management design goal, performance management, the basic theory of design method, performance management in the domestic and foreign development and related literature. The third part is HM company performance management system present situation and problem analysis, through the depth interview to HM company performance management present situation analysis, the article points out that the current performance management problems and shortcomings, and for further performance management system design lay the foundation. The fourth part is HM company strategic performance evaluation system optimization design, focusing on the enterprise strategic goals, with the aid of balanced scorecard and key performance index method will HM the company’s strategic goal to organization level, system level and post level decomposition, constitute strategic performance indicators balance system. The fifth part is the performance management process, such as performance planning, performance implementationThe improved performance management system proposes the performance management of closed loop concept, in the inspection methods emphasized based KPIs assessment system, guides and motivate departments and staff closely around the company key tasks constantly improve and improve the performance, and make sure that ultimately realize the company overall strategic target. At the same time, it gives attention to contextual performance, attitude ability index assessment, to ensure that the worker actively implement responsibility of the position, improve the working ability, correctitude work attitude, and encourage the worker in the work outside of the requirements to achieving the organization’s objectives a series of activities.At first, this project reached full participation effect. Imbued with a performance management concept and the latest theory, let everybody understand the performance of composing, fundamentally changed every worker performance view. Make departments and employees aware of the company overall strategic target realization and the embodiment of the individual performance is consistent, not only through the individual hard work in the task for the company contribution to know more in the task to outside of work carried out a series of activities on work task also play an important role, so that to achieve the enterprise development and personal development win-win.Secondly, through applying the KPI performance management, it has established a set of enterprise strategy based on the performance management system, a top-down decomposition layers, bottom-up layer upon layer push to ensure that the enterprise strategic target realization, inspired departments active thinking company strategic objectives and "can I help the development of the company do something" enthusiasm.Thirdly, performance evaluation results really reflect the work and company development goals relations, and to draw attention to the performance evaluation of the gap. the incentive effect has highlighted. Due to the assessment result directly with bonus hook, undertake important work post personnel bonus and engaged in general jobs amount bonus pulled away, although gap larger proportion, did not cause the worker’s discontent, because of performance appraisal results is a true reflection of the bear work situation, but more promote the worker thinking work, active undertake the task of more enthusiasm, have a good incentive effect.Lastly, performance communication has increased. Performance management is not an end in itself, but a means, therefore, HM company departments attach great importance to performance communication, through the performance communication makes the leading direct and worker face-to-face communication, affirmation achievement, and points out that the shortage, common looking for ways to improve, work in promoting the performance improvement at the same time, enhance the enterprise good interpersonal atmosphere.