Research On The Improvement Of The Performance Plan Of The Basic Managers Of FAW JIEFANG Bus Company

FAW JIEFANG Bus Co.,Ltd.has a poor operating situation and serious staff turnover.After analysis,it is found that there are more prominent problems in the performance management of grassroots managers.The company's current performance management method is to first determine the company's organizational performance indicators,and then be undertaken by various departments,and then by employees individually.The content of individual employee performance indicators is mainly put forward by individual employees,and performance reviews are conducted every six months,and mandatory binning is carried out in proportion.But after analyzing the status of the company's performance management,it is found that the main problems are excessive performance formulation time,unscientific indicator design,inadequate daily checkpoints,excessive assessment cycle,and performance feedback flowing in the form.It can be summarized as the performance management process is too long,employees do not pay enough attention,lack of daily check mechanism,subjective scoring phenomenon,performance feedback has not been carried out.Aiming at the above problems and reasons,the author puts forward improvement suggestions and measures from the performance development link,performance implementation link,performance assessment link,and performance feedback link of performance management according to the steps of the PDCA management cycle.In the performance formulation process,the balanced scorecard is mainly adopted,but in combination with the company's actual situation,the indicator categories are adjusted to four aspects: key projects,job KPIs,improvement projects,personal learning,and growth.In the performance implementation link,a process supervision and inspection link was established,which clarified the daily responsibility for implementing inspections,the inspection cycle and the inspection development process;for major impact events that affect the achievement of performance indicators,the method of adjusting performance indicators was also specified.In the performance assessment link,the main body and main responsibilities of the assessment were clarified,and the assessment cycle,assessment process and assessment standards were determined,making the performance assessment workflow more standardized and the assessment standards easier for department heads to score the performance of subordinate employees.The monthly performance process check is also included in the scope of performance assessment,so that employees pay more attention to the work of the performance process;at the same time,the original grading mode is retained for the performance evaluation results of the semi-annual and annual,but the grading results are applied to employees Calculation of performance bonus base.In addition to the hard performance KPI index evaluation,it also clarifies the performance evaluation of employees' daily work performance,which makes the evaluation and evaluation dimensions richer and can better reflect the true status of employee performance.In the performance feedback link,the original formalism work was changed.On the one hand,the content of performance feedback and the output results after feedback were clarified on the requirements of performance feedback work.On the other hand,different performance feedback strategies were developed for different types of employees To help department heads perform performance feedback.For employees who do not accept the results of performance appraisal,a channel for performance appeals is also set up,which effectively guarantees the rights of employees.In order to make the well-developed performance improvement plan run smoothly and help enterprises to better perform performance management,the author also formulated safeguard measures from four aspects: system,salary,training and cultural construction.In terms of system safeguard measures,the content of the system of performance management work is clearly defined,as well as other system documents formulated to support performance management work.In terms of remuneration protection measures,it is mainly to clarify the salary redemption after the performance assessment process and the mandatory salary redemption method.In terms of training guarantee measures,on the one hand,the training of performance management staff is clearly instructed to guide the effective performance of the company's performance management work;on the other hand,performance knowledge training is provided to company employees to improve their overall understanding and smooth performance management Make the pavement.