H Maritime Safety Administration Law Enforcement Personnel At The Grass-roots Level Based On KPI Performance Appraisal Research

With the gradual improvement of the world economic system and accelerate the convergence of China’s market economy,enterprises facing an increasingly competitive environment.Development and utilization of human resources plays an increasingly important role to play in building the core competitiveness of enterprises in.Performance management as an important human resource management module,to help enterprises achieve strategic objectives transformation and decomposition,is the most effective tool for strategic management of enterprises and institutions.Maritime Safety Administration as a government agency unit,due to the historical and cultural background of the late introduction of performance management,how to build advanced performance management system in order to respond to market competition is particularly urgent and significant.Currently the majority of our Maritime Bureau adopted performance management,but many are not effective,especially small Maritime Administration course experiencing great difficulty.In this paper,H Maritime Bureau as an example,by analyzing the H Maritime Bureau Performance Management implementation process of the drawbacks of making recommendations to improve the performance management system,in the hope of maritime management system to improve performance management research help.This article first performance,the basic concepts of performance management was introduced.Subsequently,the MBO(MBO),key performance indicators(KPI),360-degree feedback method most widely used hair four theoretical comparative analysis,pointed out that the choice of methods of performance management,"not the best,only the most suitable".Then this paper analyzes the current situation and H Maritime Bureau implementation of performance management,noted the existence of H Maritime Bureau Performance Indicators lack of scientific rationality,a single assessment methods,assessment procedures have not been implemented,the mechanisms of communication is not established performance appraisal and performance management the effectiveness of the examination results is not strong and other issues,for the following to improve the performance management system H Maritime Bureau provide the direction and specific content.This article focuses on original content is in the performance management system to avoid the disadvantages of the premise,to improve the H Maritime Bureau’s performance management system.In the method of choice,according to the company’s history and respect for the principle of objective conditions,we chose to key performance indicators based approach.In the process of design,performance management system from a single focus on improving the performance appraisal to be formulated by the program,counseling and review,assessment feedback,the results of the use of four aspects of the management process cycle.In the original,based on complementary strategic goals down into individual goals planned conversion process steps,emphasizing the key role in the overall performance coaching,performance appraisal of the feasibility of improving,expanding the scope of application performance results.The paper in the process design when they cited the example of real,practical significance,but also made a key factor in the new performance management system to guarantee successful implementation.