| With further rapid growth of China’s economy and the reform and opening up, China faces many challenges and institutions, especially the part in the production and management of public institutions into enterprises faced with the reform, and after the restructuring needed to deepen the reform in accordance with the modern enterprise system, change management mechanism to adapt to an increasingly competitive market environment.Competition in the modern enterprises is largely talent competition, and after the institution has a significant business enterprise refonn features, due to the organization of human resources is the core of all resources in the resource, all the activities and institutions have to rely on people to complete. However, due to inconsistencies institution’s strategic objectives and personal goals, institutions can not develop a strategy after landing, excellent organizational strategies are not implemented, how to solve the problem of landing an organizational strategy, it is necessary to establish their own performance management system, and strategic objectives and performance management system for effective docking, using the appropriate performance management program to motivate and constrain employees is crucial. The level of performance management, directly determines the possibility to achieve strategic objectives. Strategic Performance Management can work activities and strategic objectives of the organization’s employees linked to the public sector employees individual performance, team performance, department performance integrated into the overall performance of the business units in an effort to dominate the institutions up and down the situation inside the formation, is development institutions to achieve strategic objectives and improve the competitiveness of an important means of public institutions. This article will cause unit C Center, for example in the context of the Strategic Performance Management supports the theory of the cause of the enterprise reform, the attempt to establish a strategic business unit of C center performance management systems. This paper consists of six parts. The first section briefly describes the background and significance and innovation institutions strategic performance management research; second part describes the strategic performance management theory and strategic performance comparison with traditional institutions theoretical performance appraisal which is the difference; third chapter discusses our institution characteristics, and strategic performance management in public institutions feasibility of the application. The fourth chapter describe the status and problems of C center performance management, Chapter V is to build a strategic business unit of C center performance management system on the basis of the previous chapters. Chapter VIC centers and institutions strategic performance management and operation system, including performance planning,performance implementation, performance evaluation, performance feedback. |
