PEG Company’s Technical Employees In Indirect Positions Performance Management Program Optimization Research

With the development of the economy,the division of labor and cooperation trend of commodity production is becoming more and more refined and professional.At the same time,the globalization of the economy has brought more and stronger competitors to almost every industry.How to achieve sustainable development in the wave of economic globalization,which is complex and severe,full of challenges and opportunities,is a problem that every enterprise with lofty ideals must think deeply about.If an enterprise wants to achieve lasting success,it must have a scientific performance management system that adapts to the development of the enterprise itself.This paper reviews the theoretical literature related to performance management at home and abroad,focuses on the performance management practice of Company PEG,and finds out the problems in performance management of Company PEG through in-depth research on the current situation of performance management.After analyzing the causes of the problem,a systematic performance management optimization scheme is proposed.An excellent performance management program should take into account the present and focus on the future,and be able to achieve continuously iterative develop,which is also one of the important aspects considered in the design process of the performance management optimization plan for Company PEG.PEG divides Junior staff into two categories: DL(production line employees,subordinate to production positions)and IDL(auxiliary employees,subordinate to technical positions)according to whether they are directly engaged in production line production activities.IDL manpower is distributed in multiple positions in multiple departments of the company Because IDL manpower is not directly engaged in production activities,the quantitative rate of performance appraisal indicators of IDL employees is low,and the problems in the performance management process are particularly prominent,therefore,the performance management program optimization design involved in this paper is mainly for IDL employees.Company PEG is a large multinational company,and the performance management solution currently used is based on the BSC(Balanced Scorecard)concept and combines KPI and MBO concepts.Although the mainstream and latest performance management methods are comprehensively adopted in the design of performance management,in the actual application,the application of management science is not in place,and there is a lack of professional performance management guidance and team,resulting in the performance management system designed based on the concept of scientific performance management to be useless.This paper finds out the existing problems through performance management practice,and puts forward a performance management optimization scheme applicable to the company based on the PDCA performance management cycle proposed by performance management expert Deming,and hopes that this paper can provide a reference for the design of performance management programs in the same industry.