Optimization Design Of Performance Management Scheme For Grassroots Employees In GJ Company

Laozi once said that " the thick trees are made of small saplings;the nine-story platform built on every pile of dirt." The foundation of solidity is one of the important factors for success.If there is no solid foundation,even the majestic skyscrapers will always have hidden dangers of collapse.With the rapid development of the economy,if contemporary enterprises want to win the first opportunity in the complex competitive environment,it is particularly important for human resource management.More and more companies are beginning to promote the concept of people-oriented,because outstanding business leaders are gradually realizing that human resources are sometimes more precious than certain material resources.A company which has not talents to support is destined to a mediocre destiny.Nowadays,the construction of the talent system is no longer limited to the original management level and the functional level.The grassroots employees,as an important part of the enterprise personnel,have also begun to receive extensive attention.In the small and medium-sized enterprises,the grassroots employees are the main force of production,and an important part in the whole enterprise.In the same time,they are also the basis for ensuring the normal operation of the company.The success or failure of a business is often inseparable from the company's product output and product quality,and these two key factors are closely related to the company's grassroots employees.The productivity level and product quality level of an enterprise depend to a large extent on the ability and quality of grassroots employees.In the same environment,employees with higher ability and higher quality can better complete the production tasks assigned by the company within a certain time,and the quality of the products which they complete can reach the preset testing standards.Conversely,employees with poor ability and low quality are difficult to guarantee the quality and quantity of the products which they have completed.However,the grassroots employees of small and medium-sized manufacturing enterprises currently have problems such as strong liquidity and low quality.Therefore,how to improve the management of grassroots employees has become an urgent problem for the management of production enterprises.GJ is a small and medium-sized auto parts production enterprise.It was established in 1998.Aiming at the performance management of grassroots employees,the company has experienced a development process from scratch,accumulated some management experience,and achieved certain results.However,there are still many problems,whichare far from the development goals expected by business managers.Through the use of interviewing methods,questionnaire survey methods and literature research methods,this paper makes a comprehensive analysis of the current performance management system of the enterprise,and finds out some problems in the current performance appraisal of the enterprise: for example,target positioning Unclear,the evaluation index system is not perfect,the evaluation process lacks effective communication,the performance evaluation results are unreasonable,and so on.At the same time,the author finds that the reason for this kind of problem is that the management of the company pays insufficient attention to the performance appraisal concept of the grassroots employees,the results of the performance appraisal are not enough,and there is no sound performance communication and feedback mechanism in the enterprise.So that the performance management of the enterprise has an empty form and lacks stamina.Therefore,in the subsequent optimization process,this article draws on the successful experience of SAIC and JZ Group in performance target setting,performance appraisal method selection,performance communication and feedback execution,and performance application.Based on contemporary advanced performance management theory,with the help of the goal management(MBO)assessment method,the360-degree assessment method and the key performance indicator(KPI)assessment method in the performance appraisal method,combined with the internal and external operating environment and self-development of the enterprise,aiming at the problems and causes of the past performance appraisal of the enterprise,a set of performance management optimization plan suitable for the grassroots employees of the enterprise was designed.In the design process of the optimization scheme,the author adheres to the design principles of goal consistency,process standardization,continuous communication and feedback,employee participation,and effective incentives.Starting from the four perspectives of performance management's target system,indicator system,process system and security system to complete the optimization of the performance management plan for GJ's grassroots employees.The optimization of the performance target system includes the enterprise performance objectives,department performance goals,employee performance goals and improvement of performance objectives;the optimization of the performance indicator system mainly involves three aspects: key performance indicators,ability and quality indicators and indicator weights;the optimization follows the cyclical process of performance management,which iscompleted from four parts: performance planning,performance coaching and communication,performance appraisal and feedback,and application of performance results;finally,in the optimization of the performance guarantee system,the author puts forward suggestions such as establishing a performance-oriented corporate culture,improving the performance management human resource organization system,and attaching importance to performance evaluation.In this way,the new scheme can not only be recognized by the management of GJ company,but also be supported by the grassroots employees.In the end,it can be smoothly implemented and help the grassroots employees to achieve a higher level of performance management.