A Study On Performance Management Of The Labor Dispatched Employee In CZ Water Supply Company

The significance of performance management to an enterprise has become a general agreement among enterprises around the world. On the one hand, performance management is vital to the realization of the strategic targets of the enterprise, on the other hand, performance management is also with practical significance to both the development of employee and the increase of competitiveness of the enterprise. As an integrated system, performance management including a series of links, such as performance planning, performance implementation, performance assessment, performance feedback, performance result application, etc. As for the construction of its system, it concerns courses like the selection of the purpose of performance management system, and the analysis on the level and flow of performance management, etc.Ever since the year2008, the number of formal employee of CZ Water Supply Company is decreasing gradually owing to natural reduction, characteristic of the staffing of government affiliated institutions, and retirement. In order to solve the growing employment difficulty, labor dispatched employee starts to appear on the scene of the employment method of CZ Water Supply Company. So far, there are some significant problems existing in the performance management of the labor dispatched employee, such as lack of communication on performance plan, no whole-course tracing of performance implementation, performance assessment becomes a mere formality, lack of communication on performance feedback, no application of performance result, etc. and all of them are in need to be optimized and designed urgently.On the basis of serious research, the optimized design plan combines with the development strategy of enterprise, employs Balanced Score Card, form four aspects, namely finance, customer, inner operation, learning and development to divide the key performance indicator system into29key performance indicators, such as the growth rate of net assets, combines them to every labor dispatched employee, and sets up relating performance management system.On the basis of setting up KPI for each position, the new-designed plan will carry out360-degree assessment on labor dispatched employee. The final assessment score of a labor dispatched employee is determined by the score of department chief, average score of colleagues, self assessment score, and the average score of customers been served by the labor dispatched employee.In order to make the labor dispatched employee understand the direction of self-improvement and the opinion of the organization on the their performance, in the phase of feedback, the new-designed plan requires the labor dispatched employee to fill in a feedback interview table, and take it as the basis of setting up assessment indicator, and making salary distribution and adjustment next time.