| Since the reform and opening up,Chinese enterprises have followed the thinking and practice of western enterprises.In recent years,with the continuous improvement of the management level of Chinese enterprises,Chinese enterprises have continuously explored and innovating performance management practices in addition to following the relevant western management concepts.Establishing a scientific and complete staff performance management system is conducive to transforming the overall goal of enterprise development into a clear specific goal,to clarifying the staff work plan,to improving staff efficiency and effectiveness,to reducing costs and improving economic efficiency,and to better promote the development of enterprises.This paper studies the performance management of employees in Xi'an QCZ Enterprise Management Company.Firstly,this paper analyses the basic situation of QCZ company and the current situation of QCZ company's employee performance management system.On this basis,through questionnaires,this paper summarizes the problems of QCZ company's employee performance management system.These problems include: lack of effective performance plan,inadequate performance appraisal indicators,inadequate performance appraisal implementation,lack of performance counseling and communication,failure to do a good job of performance feedback interviews,inadequate use of performance appraisal results.This paper analyses the causes of these problems,including the company's lack of attention to performance management,staff misunderstanding of performance management,ignoring process communication and staff participation.Secondly,the paper puts forward the improvement strategy of QCZ company's employee performance management system.The general idea of improving QCZ company's employee performance management system is to solve the existing problems and make the employee performance management system complete.We should formulate a perfect performance plan,define the main body of the performance plan,determine the content of the performance plan,and formulate the performance plan in accordance with scientific steps.In order to construct a scientific performance appraisal index system,we should adhere to the principles of examinability,completeness and structure,and use the key performance index method to reconstruct the index.We should improve performance appraisal and evaluation,select a reasonable appraisal cycle,set up a complete appraisal team,and follow a scientific appraisal process.We should insist on performance counseling and communication,deeply understand the real situation of employees' work,carry out continuous performance counseling,help employees in detail,listen to employees' voices patiently,and care about employees' life moderately.We should do a good job of performance feedback interview in time,do a good job of preparation for interview,pay enough attention to employees,and conduct interviews according to scientific process.Emphasize the use of performance appraisal results,adjust employee compensation,improve recruitment allocation and promote employee relationship management according to appraisal results.Finally,the paper puts forward the implementation safeguard measures of QCZ company employees' performance management improvement,mainly including abiding by the requirements of labor law,strengthening the training of relevant personnel,improving the company's incentive mechanism,and building a high-performance corporate culture.This research will help to improve QCZ company's staff performance management,improve the company's human resources management and even the overall management level.It also hopes to expand the scope of human resources management research of small and medium-sized enterprises under the background of vigorous development of modern service industry in China,to enrich the means of human resources management of knowledge-intensive enterprises in China,and to improve enterprise management and consulting industry. |
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