Research On Employee Performance Management Of Functional Epartments Of L Group Headquarters

During the 14th Five Year Plan period,the state has put forward higher and clearer requirements for the reform and development of state-owned enterprises,and put forward the urgent and arduous strategic task of cultivating a number of first-class enterprises with international competitiveness.At present,while the scale of Chinese enterprises is expanding and the number of large companies is increasing,the problem of large but not strong enterprises is still very prominent.Strengthening the innovation management level of enterprises,forming the management system,mechanism and operation mode suitable for the enterprise,and forming lasting competitiveness are the key links for state-owned enterprises to strive for world-class enterprises.In this process,human resource management is becoming more and more important.It is essential to promote the effective implementation of enterprise strategic objectives,develop employees’ work enthusiasm and ability to the greatest extent,effectively improve employees’ work efficiency,and formulate a reasonable and effective performance management system.The research object of this paper is the performance management of functional departments of l group,a state-owned enterprise.Firstly,this paper combs and summarizes the current research status of employee performance management in functional departments,and expounds the working characteristics of managers in functional departments and the difficulties in the process of performance management.Secondly,this paper makes an in-depth investigation on the performance management of l group by means of data access,questionnaire and interview,finds out the problems existing in the performance management of employees in the functional departments of l group,and deeply analyzes the causes of the problems.Finally,according to the requirements of KPI theory,this paper abstracts the performance appraisal index system of l group at enterprise level,department level and employee level;Combined with KPI and 360 degree appraisal theory,this paper optimizes the performance management process of employees in its functional departments from five aspects: performance plan,performance implementation,performance appraisal,performance feedback and performance result application,so as to provide experience and reference for performance management and performance appraisal of functional departments of state-owned enterprises.The research conclusion of this paper is: firstly,the construction of performance management system must take the overall strategic goal of the enterprise as the starting point.Based on the current management situation of l group headquarters,it is advisable to adopt the KPI key performance index method to decompose and refine the strategic objectives of the enterprise layer by layer,and form a complete set of performance evaluation index system including enterprise level,department level and employee level,so as to make the performance management work have evidence to follow and clear objectives.Secondly,the performance appraisal indicators of employees in functional management departments must be combined qualitatively and quantitatively.The work characteristics of enterprise functional departments are characterized by the majority of routine routine work and less quantitative business work.Therefore,when selecting assessment indicators,qualitative and quantitative indicators must be effectively combined to ensure the comprehensiveness of assessment contents.This paper designs the differentiated assessment indicators of each post through the key indicator method(KPI),and then introduces the employee performance behavior indicators as the common indicators of all posts,so as to achieve the goal of "not only scientifically and objectively reflect the job characteristics of employees,but also comprehensively evaluate the performance of employees’ work behavior".Finally,the improvement of performance communication and the application of performance results is particularly important.The employees of l group headquarters are knowledge-based employees.If you want to improve the job satisfaction and loyalty of this type of employees,simple material rewards may not have a good effect.You should start from helping them improve themselves and enhance their sense of work achievement.In the process of performance management,we should pay more attention to the ways and methods of performance communication and choose the aspects concerned by employees for positive communication;In the application of performance results,in addition to salary reward,it shall cooperate with post promotion,training,career development,honor reward and other means to improve the incentive effect for employees of functional departments.