Optimization Of Performance Manage Ment System For Small And Medium Internet Education Companies

With the rapid development of the Internet era,market competition continues to intensify,and networked education services that combine education and the Internet,which were born according to market demand,have also begun to prevail.As a small and medium-sized Internet education company,Company H,in order to quickly occupy the market in the segment of Internet education,develops a performance management system suitable for its development according to the characteristics of the enterprise,which can enhance the internal vitality and external competitiveness of the organization.Therefore,research on optimization of H company’s current performance management system has become a topic that needs to be discussed urgently.The thesis uses questionnaire surveys,interviews,and case study methods,and takes H company as the research object to study the optimization of H company’s current performance management system.The thesis takes "analysis of the status quo-analysis of the problems and causes of the performance management system-optimization and improvement-optimization of safeguard measures" as the research path.The paper believes that there are three main problems in the current performance management system of H company.The positioning of performance goals is not clear,the design of performance appraisal goals is unreasonable,and the application of performance management results is relatively limited.The paper proposes that the key factors for the optimization of the performance management system lie in three aspects.First,the optimization of performance appraisal objectives,clearly positioning the current development situation of H company,using the combination of KPI and 360-degree performance appraisal methods,and designing the company’s strategy Appraisal objectives with consistent goals,and decomposed from top to bottom to the departments and various positions;second,the optimization of the performance management process,optimize the performance communication,feedback and appeal links,and develop a performance interview form to provide employees with appeals The channel has strengthened the effective communication within the organization and stimulated the enthusiasm of employees.Third,the optimization of the application of performance results,the use of performance results as the basis for collecting training needs,and the development of professional skills training;the application of performance results to talent selection and The basis for internal promotion and salary adjustment has mobilized employees’ enthusiasm for work.In order to ensure the effective operation of the performance management system,the company has established a guarantee system,including creating a good performance environment,strengthening internal communication within the organization and optimizing employee feedback mechanisms,etc.,to ensure the effective implementation and orderly development of the performance management system.The paper and its research conclusions provide useful reference for other similar enterprises.