Research On Optimization Of Performance Management System Of S Company's Grassroots Employees

As China's economy has entered the new normal,China has entered an important period of transformation and upgrading of economic structure,economic growth shifting and speed adjustment,and economic transformation.In this process,high-tech enterprises have become an important guarantee for China's economic stability,orderliness,and sustainable development.This has also greatly promoted the rapid development of high-tech enterprises in China,and the market competition for high-tech enterprises has become more intense.Therefore,high-tech enterprises must improve their own management level in order to enhance their market competitiveness.Human resources are the core elements of the richest vitality and creativity in the development process of high-tech enterprises.Human resources run through all aspects of the operation and development of high-tech enterprises,which can effectively enhance the company's market competitiveness,enhance the cohesion of employees,and promote high-tech.The implementation of corporate development strategy.As a typical high-tech enterprise,S company actively responds to the call of national supply-side reforms,actively implements innovation-driven development strategies,and promotes enterprises to build their core competitive advantages through technological innovation.At the same time,S company also needs to improve its performance management level to improve employee performance,especially the level of performance of grass-roots employees.This is another important measure for companies to enhance their own competitive advantages.Therefore,this article has important practical significance for the research on the optimization of the performance management of grassroots employees in S company.This article mainly includes six chapters.The first part introduces the research background and significance of this article,literature review,research content and methods,etc.,and leads to the content of the research.The second part is related theoretical basis,including basic concepts and basic theories,respectively.After the theory is laid,the third part is the analysis of the status quo of the performance management of the grassroots employees of S company.Through the on-the-spot investigation of S company,the status quo of performance management of grassroots employees of the company is pointed out,and the problems in the performance management of grassroots employees of the company are pointed out.The fourth part is the analysis of the causes of the performance management of S company,including the low level of awareness of the company's performance management,the lack of ascientific and comprehensive performance management system,the low transparency and participation in performance management,and the low effectiveness of performance management incentives.The fifth part is the optimization plan of S company's grassroots employee performance management system,which is elaborated from the overall thinking and specific optimization countermeasures.It is hoped that this study will provide some reference for improving and improving the performance management system for grass-roots employees in other high-tech enterprises in China,and improve the company's healthy development level and market competitiveness.