The Study Of Performance Management System In State-owned Enterprises Based On Competency Model

State-owned assets is a typical public resources, as the most actual control of state-owned assets, the reform of state-owned enterprises has been the focus of the industry and academia, and in which the performance appraisal system reform of state-owned enterprises has been the most concern for a long time. After 30 years of promoting the reform of state-owned enterprise performance appraisal system is also gradually mature. However, due to the special nature of state-owned enterprises, the performance appraisal system of state-owned enterprises still exist some problems, and the senior management of performance appraisal problem is particularly prominent, such as the performance index unscientific, assessment period setting is not appropriate, the assessment system is not perfect, performance part of its follow-up assessment of convergence is not close and the application of the assessment structure monotonous, a mere formality, and so on, leading to its assessment ineffective waste of resources. Therefore, to increase the emphasis on performance appraisal system, through the establishment of scientific performance system to solve the problem of state-owned enterprise performance appraisal, so that the future of state-owned enterprises performance evaluation to a more reasonable direction. "Competence" can be a significant way to distinguish outstanding performance in general and individual characteristics, which can be introduced to the performance appraisal system. In this paper, we take the state-owned enterprises in Furong District as an example to propose the performance-based competence of senior managers of state-owned enterprise reform program evaluation system.(1) Firstly, we introduced the basic theory of human resource management, performance appraisal and competency, to explore the possibility of introducing the competency model performance appraisal system. (2) We discussed state-owned enterprises from the Furong District Performance Appraisal Management of senior managers, analyzing the performance appraisal system problems and deep-seated causes, and analyze the need for competency-based performance appraisal system built on this basis. (3) We proposed to build the basic principles of competency-based performance appraisal system, the idea of the framework and processes, focusing on how to design and apply assessment index system of performance-based competency, and describe how to effectively carry out performance after performance feedback score and communication, to optimize the senior managers of state-owned enterprises in the performance appraisal management. (4) We proposed some ways to protect the implementation of competency-based performance appraisal system, which is the ideological, organizational and institutional, technical.