Research On Performance Management Of Staff Sent Chongqing Mobile Services

The China Mobile communication group Chongqing branch (hereinafter referred toas the Chongqing mobile) began to use the dispatched employees in20039years, afteryears of development, labor dispatch the number of employees is increasing, as of2013December, Chongqing Mobile Corporation has dispatched5806employees, thecompany employees (employees and dispatched workers) the total number of67.4%.However, for this part of staff and no reasonable performance management, in practicefound that the lack of labor dispatch employees of the executive power and thecorporate responsibility caused the company to realize the goal. At present, the labordispatch staff performance management in the actual operation has turned toperformance appraisal, fully to the management in two words omitted, the lack ofinteraction and communication, has caused many problems. Therefore, how to dispatchstaff performance management effectively to improve the overall execution andaccountability, in order to maximize its ability to achieve personal goals and objectivesof the company is Chongqing mobile must consider a perfect.Labor dispatch as a new human resources employment mode in foreign countries,but few scholars have studied on the research and application, proposed risk and moredomestic but also on the labor dispatch. Therefore, I choose the topic in hopes of gettingmore attention for the dispatched staff.In this paper, with the help of the existing human resources related books, domesticand foreign performance management research results, by using the methods ofliterature analysis and questionnaire survey on the Chongqing mobile dispatchedemployee performance management issues were studied. The first of Chongqing mobilelabor dispatch staff human resources were introduced, the current situation of labordispatch staff performance management is analyzed, at the same time I am on thecompany’s labor dispatch staff conducted a survey of all aspects of performancemanagement, analyzes the reasons why the current performance management problemsmainly include the lack of awareness of the performance management system with theimplementation of corporate strategy, performance management, performance management is divorced from the lack of communication, lack of effective performancemanagement, performance appraisal supervision is lack of fairness, performance resultsapplication range is too limited.Through the study, I put forward ideas to improve the performance managementscheme, and aiming at each link of the performance management put forward theimprovement proposal, feasibility analysis of Chongqing mobile labor dispatchemployees of360degree performance appraisal application, proposed the performanceevaluation index and process360degree and KPI integration scheme based on theimproved, assessment results of the360degree performance appraisal and theintegration of KPI and gives feedback and application...