A Case Study On Performance Management Improvement Based On Competency Of GL Group

After the global financial and economic crisis broke out in 2008,the state formulated a 4trillion investment plan to stimulate economic development,and the highway construction industry passed a golden period of rapid development.Today,the investment dividend has long since disappeared,the market has shrunk severely,and competition has become increasingly fierce.Construction and construction enterprises must be in an invincible position in the fierce competition.They have reviewed the extensive management model in the past and began to strengthen internal control and management.The main research object of this paper is GL Group.With the continuous expansion of the group scale in the past ten years,a large number of talents have been absorbed.Many institutional processes have obviously not adapted to the new internal and external environmental requirements,and have become a paradox on the development path of enterprises.Taking the performance management work of GL Group as a case,the paper deeply analyzes the root causes of problems through various obvious problems in the performance management process,and then proposes solutions in a targeted manner to build a new performance management system for private enterprises.The performance management of the construction industry provides a reference.In the introduction part of the paper,the purpose and significance of the research are expounded firstly.Then,in the main body of the case,the typical cases of performance management appearing in the operation of the enterprise are analyzed.The case analysis section summarizes the previous performance of GL Group in performance management.The planning is not comprehensive,the performance appraisal system is not scientific,the performance appraisal is not implemented,and the performance results are not fully applied.In the performance management improvement program,the application of the competency model in modern performance management is first explained,and the work is applied.Analysis,job responsibilities,behavioral interviews and other methods have been used to build some of the positions.On this basis,the GL Group's performance management PDCA cycle has been redesigned.In the performance planning design,the balanced scorecard method is combined.Key event method and key indicator method have established a comprehensive performance indicator system;using the goal achievement,balanced scorecard,KPI setting and other methods combined with SMART principle to achieve the index quantification,and using the pairing comparison method to design the index weights,Leading assessment to talent training and enterprise The direction of the industry strategy;in the assessment implementation stage,through the 360-degree assessment method,the assessment subject and assessment content were determined,the requirements for the performance communication link were increased,and the substantive lack of communication in the original system was made up;The performance appraisal results in the measurement of salary distribution,job promotion,staff training,etc.,change the performance of the "chicken ribs" for management tools.Through a complete set of performance management system redesign,GL Group's performance management questions can be solved,and management benefits become more targeted.This paper attempts to improve the level of human resources management by improving the performance management level of GL Group,which is conducive to enhancing the operational capability of enterprises in a highly competitive environment.At the same time,it improves the performance management of private construction enterprises in China and the long-term perspective of enterprises.Development also has reference significance.