Research On The Improvements Of The Performance Management System For T Company

Under the background of increasingly tight resources and increasing market competition,performance management and management accounting have become important aspects of improving internal management of the company.Performance management has also gradually changed into a management process involving full participation and participation in the whole process.How to use the scientific and reasonable performance management system to promote the improvement of enterprise efficiency and enhance the core competitiveness of enterprises has become a key issue.T Company is a state-owned national high-tech enterprise.Due to the company was not established for a long time and the background of state-owned enterprises,there are still some problems and shortcomings in performance management.Therefore,the performance management system must be improved to maintain its competitive advantage in the industry.This paper analyzes the financial data and finds that the company's operation status is not optimistic,and further conducts many field investigations and questionnaire surveys on T Company.Based on the research results in recent years at home and abroad and expounds the status quo of performance management application,this paper combs the five major processes of performance management and finds that T Company has the following problems:(1)In the performance planning process,there are problems such as unreasonable positioning,unclear target decomposition,unscientific indicator system,lack of employee involvement.(2)Lack of performance guidance and process supervision in performance control.(3)In the performance appraisal process,the evaluation frequency of some departments is unreasonable,the mandatory distribution makes the assessment in the form,the evaluation coefficient is too different,and the result orientation can not correctly evaluate the employee's work effect.(4)Performance communication link communication mechanism and information feedback process are missing.(5)In the application of performance results,there are problems such as no compensation compensation mechanism,unfair and opaque incentives,performance results are only applied to employee compensation,and the promotion channel is not clear.Based on the actual situation of the company,this paper proposes a corresponding optimization plan for the above problems :(1)In the performance planning process,we shouldformulate performance targets in combination with strategic objectives,improve the performance appraisal indicator system,improve employee participation,timely check and adjust performance plans.(2)In the performance control process,the human resources department should strengthen the supervision and performance guidance of the assessment process,and ensure the true validity of performance information and data.(3)The performance appraisal process should reasonably set the frequency of assessment,weaken the mandatory distribution,and formulate differences in different assessment factors,combined process and outcome indicators.(4)Performance communication should focus on establishing performance result communication mechanism and employee feedback mechanism.(5)In the application of performance results,the salary structure should be reasonably set up,the incentive mechanism for the sales service sequence should be established,the results should be fully applied to all aspects,the clear promotion channel should be set,and the appropriate final employee elimination rate should be maintained.Based on the actual situation of T Company,this paper presupposes the speciality of digital resource publishing and operation platform,and cooperates with project software company and team operation sales model to design a set of performance management system,and innovatively proposes the sales service sequence incentive mechanism and tailor-made.The salary structure is to fully mobilize the enthusiasm of the various positions within the company,and to give high-performance rewards to the high-performance people who stand out from the crowd,and also play a reference for the performance management of other companies in the industry.