Research On Optimization Of Performance Management System Grass-roots Employees Of Company A

With the change of the world economy and the progress of science and technology,human resource endowment has increasingly become one of the key factors to win the market competition.In recent years,the development of small and medium-sized enterprises in China is faced with great challenges,and the industry competition is increasingly fierce.The new development situation of enterprises has made new requirements for talent management of The Times.Performance management system as an important part of the talent management process,has also become the top priority of enterprise management.Scientific performance management system can not only help enterprises stabilize talents,but also effectively promote the development of enterprises.Therefore,improving the performance management system is of great significance to the sustainable development of the company and the enhancement of market competitiveness.Based on performance management theory and quality management theory,this paper applies questionnaire method,field research,expert interview method,qualitative and quantitative research methods,adopts target management method,key index method and PDCA cycle research tools,and takes A company as an example to carry out research on the performance management system of the company’s grass-root employees.It is found that the current management system of the company has three problems: imperfect content,unscientific implementation process and inadequate handling of performance inspection results.Through further analysis,it is found that the main reasons for the series of problems in the performance management system of Company A are the incomplete cognition of the management of the performance management system,the lack of feedback mechanism in the implementation of the management system,and the lack of professional management personnel.In view of the existing problems in the company’s current performance management system,based on the PDCA cycle,the company takes(P)--implementation(D)--inspection(C)--processing(A)four aspects as the path,and takes communication as the medium to promote the organic combination of P,D,C and A,to optimize the company’s current grass-roots staff performance management system.Suggestions and suggestions are put forward for the effective operation of the optimized grass-roots staff management system from the three aspects of system guarantee,cultural guarantee and talent guarantee,and strive to solve the existing problems of A company’s grass-roots staff performance management system to the greatest extent,and effectively help the optimized management system to be effective.Proposing targeted solutions through research will help the company improve its management level,retain talents and enhance its competitiveness.At the same time,it also provides reference and reference for related and similar enterprises.