Research On Performance Management Improvement Of SD Branch Of LX Partnership Accounting Firm

With the continuous development of market economy and the intensification of global economic integration competition,accounting firms need to find countermeasures from many aspects to adapt to the new competitive environment.At present,the human resource management level of many accounting firms in China is uneven.Many of them lack top-level design ability,scientific management system of recruitment,use,training,assessment and evaluation of talents,which leads to unreasonable allocation of human resources,inadequate tapping of human resource potential,and lack of loyalty and sense of belonging of employees to accounting firms.?Especially the backward performance management system seriously restricts the development and extension of accounting firms to a deeper level.It also hinders the improvement of the overall management level of accounting firms and becomes the "bottleneck" of the sustainable development of accounting firms.Based on the relevant theories of performance management,this paper deeply expounds the current situation,problems and reasons of performance management system of SD Branch of LX Accounting Firm,and reconstructs the performance management system of SD Branch.The main work can be divided into two parts.Firstly,the performance evaluation index system of SD branch is designed.Based on the strategic planning and actual operation of SD branch,combined with the industry characteristics of accounting firms,the operation characteristics of SD branch,the organizational structure and related qualities of SD branch personnel,and the development stage model of SD branch,the theory and method of performance management are comprehensively applied to re-establish and re-establish SD branch.The development of accounting firms requires a scientific and standardized system of key performance indicators;secondly,based on the SD branch performance management system,it effectively promotes the implementation of SD branch performance management system,and strengthens effective management and technical support.The research shows that the organizational system of partnership enterprises is loose,the business development of each partner is independent,and has the characteristics of human integration.Performance management has a strong particularity compared with general enterprises.The construction of performance management system must be guided by the strategic objectives of enterprises and adjusted in time according to the changes of enterprises' strategies.In the process of implementation,both principle and flexibility should be taken into account,and exception principle and fault-tolerant mechanism should be established.The construction of performance appraisal index system pays attention to the combination of quantitative and qualitative indicators.Starting from the four dimensions of finance,customers,internal business,learning and growth,the index system is established and the weight is determined.Performance appraisal is an important part of performance management.Paying attention to timely feedback and application of performance appraisal results is an important measure to improve the effectiveness of performance management.Making full use of information tools,such as establishing performance management platform based on mobile phones and launching dynamic early warning through Wechat Group,can greatly improve management efficiency,save management costs and achieve active control.Performance management must be closely integrated with other aspects of enterprise management,such as equity incentive,salary management,corporate culture construction and management informatization,so as to bind enterprise development and staff growth and form core competitiveness.The establishment of performance management system is not completed at one time.It needs to be improved through practice to achieve good results.Under the Internet tide,the performance goal of partnership accounting firms is not only profit,but also user satisfaction.