Employee Performance Management System Of Company A Strategic Research On Performance Feedback

Company A is a state-owned enterprise with basic resources,because of the protection of industrial policies,it has occupied a monopoly position in the market for a long time.In 2013,after the country carried out the system reform in the industry,it gradually increased strength of opening to private enterprises.Company A is facing greater market competition pressure.In the increasingly fierce market competition,how to improve the performance management system,improve the performance management level,achieve the purpose of improving staff production efficiency and the overall efficiency of the organization,to enhance the market competitiveness of the company which is the focus of company's attention.Based on the investigation to actual situation of the performance management system of company A,this paper makes a thorough analysis and diagnosis of the performance feedback links with outstanding problems.By introducing the theory of "Path-Goality Theory" and "situational leadership Theory",the author designed a three-stage solution to performance feedback,including performance diagnosis,performance feedback interview and performance improvement plan.In order to improve the performance management system for company A to provide a new way of thinking and application tools.The specific studies are as follows:First of all,this paper describes the background and significance of performance management optimization research in company A,then introduces the basic theory and components of performance management,and analyzes the connotation of performance feedback.It is pointed out that performance feedback is the key link in the performance management system to achieve the improvement of employee performance.Secondly,the literature on performance feedback at home and abroad is reviewed,and "Path-goal Theory" and "situational leadership Theory" are introduced.After analyzing theories and literatures of performance feedback,this paper analyzes the current situation of performance management system according to the questionnaire survey and interview on the current situation of employee performance management in company A.The results show that despite certain achievements made after years of operation and practice,there are still many problems in the system,among which the key problem affecting the performance improvement of employees is the unfulfilled implementation of performance feedback with lack of performance diagnosis,perfunctory interview and shortage of performance improvement plan.Through an in-depth analysis of the causes of the above problems,it is found that tools lack to diagnose and analyze the performance of employees,which leads to the inability of performance managers to conduct scientific analyses on performance information.And then specific feedback to employees fails to form.Meanwhile,strategies,methods and operation tools also absent to turn performance information into performance improvement plans,so it is impossible to formulate corresponding performance promotion plans and specific guidance for employees.After diagnosing the problem of performance feedback in Company A,this paper analyzes the feasibility of introducing "Path-goal Theory" and "situational leadership Theory" as the solutions,and compares the two theories.The paper synthesizes the theoretical advantages of the two theories,and develops the employee performance diagnosis tool by using the idea of evaluating employee maturity in "situational leadership Theory".Using the idea of "Path-goal Theory" to choose the appropriate leadership style by using the difference of task structure and the characteristics of employees,the performance feedback mode matching with different performance situations is designed.At the same time,based on the employees' comprehensive performance situation,the performance improvement program steps and supporting operational tools which based on employee's comprehensive performance are designed.Through the research on the key issues of employee performance feedback in Company A,this paper introduces the theoretical achievements of "Path-goal Theory" and "situational leadership Theory",which provides a feasible solution to improving the performance feedback work.It made effective exploration for improving employees performance management system of company A.Due to the limited theoretical level and research ability of the author,there are still some deficiencies in the research of this paper,such as the limited depth and comprehensiveness of the investigation to company A,and the limitations in the analysis.It is hoped that these deficiencies will be corrected and improved in practice in the future.