Research On Employee Performance Management Scheme For The Innovation Industry Application Support Center Of Jilin Unicom

Performance management is an important part of the modern enterprise management, is one of the effective means to achieve its strategic objectives, is an important basis for enterprise compensation management is the business development of human resources development program direction and basis for employees rank position adjustment, mobility and Other important criteria of various human resource management decisions. The rapid development of science and technology in today’s society, the knowledge-based technology workers gathered in the enterprises, how can the development of new technology to improve their competitiveness and expand market share in enterprise development is certainly an important issue to be studied, but the face of strong pressure of work, employees reduced enthusiasm for work, staff turnover rate is the business problems to be solved. Therefore, the establishment of an effective performance management for enterprise development system, through performance management to stimulate the potential of employees, improve work motivation, whether it is for business or personnel are vital in terms of, is today an urgent need to optimize enterprise reform. This thesis is through the study of the theory and practice of performance management, establish a sound scientific performance management system to help the common development and progress of enterprises and employees.Today, the communications industry has become a pillar industry of China’s national economic development, it is also where I enterprise communications industry leading enterprises, but the face of the status quo slow enhance business performance, employee motivation is not high, the existing performance management only stream in form, and it did not play its due role. Therefore, the purpose of this paper is to change the status quo, so that enterprises can make full use of existing human resources, improve employee satisfaction at the same time improving performance, mobilize staff enthusiasm for work, to enable enterprises and employees to achieve a win-win in development.This paper will apply the theoretical knowledge of performance management, human resource management, motivation, etc. In my company where- Jilin Provincial Branch of China Unicom industry application innovation support center for the study, for practical problems and deficiencies in corporate performance management exist, combined with performance management, analyze problems and seek solutions to problems. First, from the ideological aspect of the employee’s start, use problem analysis, questionnaire surveys, interviews and statistical analysis, to understand employee performance management for cognitive problems. Through constant communication and feedback, guidance and advice, interviews and records, to strengthen the sense of participation and ownership of employees, so that everyone clearly recognize the relationship between itself and the organization, and effective participation to the performance management process in the past. When the pay system, key performance indicators and performance assessment methods in-depth design, the strategic objectives of the organization I have been gradual decomposition, to optimize the organizational structure, the implementation of the individual job duties, also with the advantages of business systems, employee daily work content quantized to work out a single form of acceptance, to speak with the system to record data for performance assessment provides an important and accurate basis. In the performance evaluation stage, I strictly in accordance with the rules of performance assessment methods to implement, follow procedural fairness, the principle of a fair standard, based on an objective basis to evaluate the scoring for each employee. Through performance management evaluation and feedback, training staff good work habits, and promote career development of employees is an important way employees to achieve self-improvement. Finally, the performance results are applied to staff salaries and job promotion, effectively the ability of individual employees and remuneration linked, so that employees feel deeply their own values, while improving employee satisfaction. In the whole process of performance management, communication throughout, in-depth communication between employees enable mutual understanding, reduce barriers, and enhance the sense of teamwork, working atmosphere has also been improved.A complete set of communications law for enterprise performance management development programs, the process should be: performance plan- performance coaching- Performance Assessment- Performance feedback. Establish quality performance management system can improve staff motivation, to improve the performance of employees, improve the degree of satisfaction and accomplishment future employees to achieve organizational business objectives and achieve common development of the individual and the organization.