Performance Management Set Of Key Behavioral Indicators

With economic globalization and scientific management, many scholars from the research enterprise turned to the capital markets research enterprise talent management. Nature of enterprise management is managing people, talent is always a valuable asset, is one of the key factors that guarantee the sustainable development of the company into a virtuous circle. Making talent management and promote the effective operation of the enterprise, the performance appraisal and performance management will undoubtedly play a very important role in promoting. Performance is profit, corporate executives are most concerned about performance management, capital markets are most concerned about performance, employees are most looking forward to fair performance. And effective set of performance appraisal key behavioral indicators, is the primary prerequisite for effective implementation of the performance appraisal and performance management. The key behavioral indicators as a key indicator of performance evaluation indicators set in the performance index played a decisive role. Effective implementation of key actors and rational set of performance indicators is the core problem of corporate performance appraisal. And how to set key behavioral indicators are important and difficult problems in the real implementation of the implementation of enterprise performance appraisal and performance management process, need to be addressed,Given the centrality of the key behavioral indicators in performance assessment indicators, this article will focus on ways and means to set key behavioral indicators, starting from the work of the staff, the work of the staff as the result of enterprise performance management and extract key behaviors as a performance assessment indicators. The human resource management theory and mathematical models and statistical methods combined use SPSS software, enterprise performance management research setting key behavioral indicators from two dimensions. First set of key behavioral indicators studied the spatial extent of a large software company Beijing research to practice by employees involved, the work behavior of employees were analyzed on the basis of the system, sub-sector are summarized work behavior. Set focus on selected representative offices departments of key behavioral indicators, as a key indicator of the behavior of other departments to set reference method. Then key behavioral indicators questionnaire design, the staff of the questionnaire scoring, using a two dimensional method to verify the results of scoring. The first dimension of the questionnaire test-retest reliability of the test, by analyzing the behavior of removing less relevant indicator set. The purpose is to ensure the authenticity of employees scoring results, avoid arbitrariness. Finally, from the second dimension of the results of the questionnaire scoring validity testing, using a T-test and analysis of the mean differences were significant differences in the mean to eliminate obvious key behavioral indicators, designed to ensure that employees rate the accuracy of the results. Final determination of a complete summary of the key performance indicators set behavioral methods. Not only for the company’s performance appraisal provides a reliable indicator of reference, but also for the development of the company’s remuneration, training, incentives to provide a theoretical basis.