The Diagnosing And Improving To The Performance Management System Of HGT

After the reform and opening-up policy, modern theory of Human Resource was introduced into China. Various common performance management tools have been applied and improved in domestic. For enterprise, there is no perfect performance management, for them is the best. This paper studied the HR management status, problems from HR management perspective and put forward performance system based on KPI and corresponding supporting measures to promote the both synchronous development of staff and enterprise and the realization of strategic objectives.In the process of completing, tools such task analysis, interview and experiment as the major study methods. Based on the theory of performance management, combining performance management status and research results, this paper summarizes the major problems in performance management in HGT: both defect in human factors and system design, such as performance assessment came from departments, managers think of performance assessment as performance management, process control of performance plan exist flaws, supervisors didn’t communicate with subordinates fully before and after performance appraisal. Accordingly, through the previous analysis of various performance tools, I have designed the performance management based on KPI, including the redesign of appraisal system, process, perfecting regulations, etc. The specific measures like designing company’s KPI, department’s KPI, perfecting the process control, restricting the relationship between department and its employee. Hope those sets of system can rationalize the top-level design for HGT and providing some useful practical experience and theoretical support for the performance management in knowledge-based enterprise.