The Postal Network Performance Management Problems And Countermeasures Research

In the ideal human resources management system, some measures and strategicgoal of the enterprise in the implementation can be conducted without loss, even thistransmission can be amplified. In human resources management, different team tointroduce competition mechanism is the common way of management, competitionmechanism and directly linked with the performance and reward and punishment. Andthe staff can be due to the competition mechanism as quickly as possible and to a highstandard of reaction. At the same time, through human resource management, also canmake employees aware of their own interests with the enterprise’s development goal isconsistent, the corresponding enterprises also need to make long-term strategic goal ofits refinement, stages and levels of management, and employee performancecombination, employees can realize the value of the completed long term goals to helpenterprises gradually, the staff also in the harvest of its presence, to prove their strength,easy to produce a virtuous circle between its value and enterprise development. Aneffective performance management system, is the source of improving thecompetitiveness of enterprises, is an important measure to reflect the contribution ofperformance management, sales, but the reality of the existence of this or that problem,it is difficult to reach the expected effect, thus improving performance managementsystem, establish an effective performance management system is particularly important.Performance management is a powerful weapon for enterprises to achieve the strategictarget, for enterprises to improve efficiency in the certain degree, but also to provideenterprise or organization member salary. Therefore, the implementation of performancemanagement is a kind of from inside to outside of the process of ascension, is veryimportant for the enterprise and individual significance.The network performance management of Postal Savings Bank of China Yanchengbranch as the research object, analyzes the existing problems and suggestions for improvement. This paper first gives the concept of performance management; secondlyintroduces the basic theory of performance management; re introduced the constitutionsystem of management performance, using questionnaires and interviews and othermethods, to understand the staff views on the current performance management ofYancheng postal outlets, and finds the problem. Through the investigation, the authorfound that the current Yancheng postal network performance appraisal has appraisaltarget is not clear, evaluation standard is not scientific, job analysis is not in place,communication feedback mechanism is not sound and the other problems. According tothe actual situation in these problems the author will be based on the Yancheng postaloutlets, combined with understanding of their own learning and evaluation ofperformance, the reconstruction of the performance management system. In view of theYancheng postal network performance appraisal from the strategic objectives of theproblem, proposed the introduction of the balanced scorecard, to examine theperformance appraisal from the financial, customer, internal operation and learning andgrowth in four dimensions goals. In addition, according to the performance index andthe actual position away from the problem, the author puts forward to the job analysis asthe prerequisite, selection of key performance indicators. In this part, the author selectsthe teller positions, which is divided into open and closed type counter counter countercounter two types, in work based on a comparative analysis, using the balancedscorecard model selected performance indicators, assessment are: product sales,customer satisfaction, customer maintenance business, service error rate, work quality,skill examination, rewards and punishments and other indicators. According to thedifferent types of teller work different, choose the core index, fully demonstrated thedifferences between different types of job performance appraisal of. In the last chapter,the author on the new performance appraisal should pay attention to processmanagement system problems were added.This paper hopes to set up a Yancheng postal network practical performancemanagement system, through long-term operation, and gradually improve theperformance management mechanism, improve employee job performance, andultimately promote organizational performance continues to improve, to find a meeting point of individual occupation career and the development of enterprises, so as toachieve a win-win result.