Research On Employee Performance Management Of Puyang Huicheng Electronics Company

As an advanced R &D,production and sales company of electronic materials,Puyang Huicheng electronics company has increased dramatically with the market changes.In the final analysis,the competition of the enterprise is the talent competition.At present,the performance management mode of Puyang Huicheng electronics company is relatively backward,the performance management system is not sound,the system is not formed and the performance management documents are formed,the performance management index is unscientific and unstandardized,which leads to the failure of the performance evaluation index to cover the overall coverage.The development content of the company and staff,the performance plan is also lack of communication,is not conducive to the performance management indicators of the landing implementation,the performance assessment incentives are scarce,and can not stimulate the enthusiasm and innovation of the staff.In order to better retain the outstanding talents of the enterprise,this paper first analyzes the reasons for the problem of performance management,the purpose of performance management is very unclear,the systematic and cyclical nature of the performance management is seriously damaged,and the enthusiasm of the staff is not fully mobilized when the performance management plan is made,which leads to the performance evaluation index is not cut.In accordance with the actual situation,there is a blind spot in the performance management evaluation index.After the performance evaluation index is completed,the performance evaluation is not carried out,and the implementation is very slow.The performance assessment incentive is only reflected in the salary,and does not create more incentive forms,and the performance management function is single.Secondly,this paper introduces the balanced scorecard,KPI and other performance management methods,and insists on the principles of goal consistency,full participation,clear power and responsibility,process normalization,continuous and effective communication and effective incentive,and makes a strict,systematic and dynamic performance management model.All members participate in the scientific performance test.Nuclear indicators,strengthen staff performance assessment communication and guidance,help employees to complete and complete the content of performance assessment,the rational development of performance assessment cycle,fully use the results of performance assessment to implement employee incentives.After optimizing the performance management of Puyang Huicheng electronics company,we set up a supporting system from the aspects of organizational structure and enterprise culture to ensure that the performance management of the company can be successfully implemented,to ensure the consistency of performance management and enterprise development strategy,and to further improve the market competitiveness of Huicheng electronics.After optimizing the performance management of Huicheng electronics company in Puyang,the new performance management index,examination cycle and examination content are more flexible and comprehensive.It can be combined with the strategic development target of the company and the ability of the talents of the enterprise to further realize the survival of the survival of the enterprise,and ensure the enthusiasm and initiative of the employees.It will continuously enhance the enterprise's innovation and after-sales service capabilities,enhance the market competitiveness of enterprises,and maintain long-term profitability.