Research On Performance Management System Of ZJ Securities Company Shandong Branch

From 1990,cause of rapid development of the country,China securities market experienced large fluctuations several times in scale.It has developed,and its scale expanded irreversible.Competition among securities companies is becoming fierce,due to numbers of securities company reached 130 by 2017.Today's competition is all-round competition in strategy,business layout,human resource management,and cost control.In the situation,the importation of human resource management has to be seen.Companies doing well on performance management,the key of human resource management,will gain huge advantages and opportunities for long-term sustainable development.Taking ZJ Securities Shandong Branch as an example,this paper sorts out its performance management system,and analyzes the problems of performance management through questionnaires,literature comparison and in-depth interviews,including mechanical classification of performance levels and unclear definition of situation.The mandatory distribution of employee performance evaluation levels,the inadequate application of employee performance results,lack of performance management communication,lack of initiative of performance management of branch company,and how to improve.By the research,the following conclusions are drawn:The performance level can be divided into company performance,department performance,team performance,and employee performance from top to bottom.However,it cannot be simply assumed that superior performance is a collection of lower-level performance,that is,it cannot simply assume that company performance is a summary set of performance of each department,department performance is a summary set of performance of its subordinates,and team performance is a summary set of performance of employees under its jurisdiction.This level should be regarded as a system,in addition to its underlying performance,as well as the performance that this level should assume and achieve as a system;the terms of the performance management system should be clearly directed so that employees clearly know how to follow performance.The management system is working.Therefore,the performance management plan should eliminate the "in principle","other behaviors recognized by the company" and "may".It must be specified clearly.Although the company loses flexibility in management,it helps to clear the system.For the national company(with head office,foreign subsidiaries),the head office's centralized management of performance management,restricting the branch's performance management authority,will reduce the branch's performance management initiative,leading to formalization of performance management..From the perspective of the performance management authority setting of the head office and branch offices,ZJ Securities can consider decentralizing the performance management of each branch and branch,and the head office only performs performance management on the branches,branches and their responsible persons.Each branch and branch office shall establish its own performance management system according to its own situation.