Optimization Design Of Performance Management System Of H Iron&Steel Co.,Ltd

Performance management is an important means of the implementstrategic management. Effective performance management can promoteenterprise management processes and business process optimization,promote staff fast growth, ensure enterprise strategic target realization.China’s iron and steel enterprises have the shorter course of carrying outperformance management work, produced a series of problems in theprocess of practice which seriously restrict the development of enterprises.Therefore, We take an example of H steel company, according to thecharacteristics and development goals, put forward a set of systemic andpractical performance management scheme which has the practicalsignificance to to improve enterprise management level.In this paper, we adopt the research methods which is combinationof performance management in theory and practice. First of all, throughmethods such as questionnaire, We found H steel company theperformance management target setting is single, evaluation unfair,performance lack of feedback, the assessment results lack of effectivelyuse; Secondly, in view of the company’s existing, We analyse theproblems existing in the performance management to reveal the causes ofthe problem; Thirdly, We used the advanced theory of performancemanagement at home and abroad for reference, used KPI and GS method synthetically, through the decomposition of strategic target, designedcompanies layer, departments layer, the balanced score card of position.through combining the company’s strategy with performancemanagement, We designed optimally of a set of performancemanagement index system and a complete performance managementprocess which is suitable for H steel company, and expounds theapplication of performance appraisal results; Finally, from the aspects oforganization, system, personnel and culture,we discussed affordableadvice on the implementation of the new performance managementsystem in H steel company.The innovation of this paper: one is to implement thepeople-oriented principle, to pay attention to the development of theemployees in every link of enterprise performance management, throughthe communication with the employee’s performance and performanceincentives to mobilize the staff’s enthusiasm, to achieve the goals of theenterprise and employees’ personal development unifies; The second isthe KPI is introduced into the new performance management system of Hsteel company, we develop KPI performance indicators for the company’slandmark positions, formed a general KPI index system.; The third ismultiple applications for performance appraisal results. This paper notonly studied the performance results in terms of salary, rewards andpunishments, etc. but also expanded to training, promotion, etc. It has realized the multiple application of performance appraisal results, itsresearch results has certain reference significance to the same typeenterprise performance management work.