The G Corporation's Three Levels Performance Managemance Design

G Corporation is a Chengdu pharmaceutical share-owned company, the present stage in the company internal management and exterior marketing had all met the developing the bottleneck, which was brought by both the human resources aspect and its special background. Performance management has especially restricted enterprise's development. The main performance is unscientific for the formulation goal, the present achievements goal only acts according to the post responsibility formulation, but contribution low to company's overall goal. Each system does things in their own way, between each management level the goal has not been mutually supported. Various departments' achievements goal are short of communication, also has not formed the internal customer idea. Frequently quarrels between the department lead to contradictory unceasingly and relationship anxious. There are no communication. Lack of the inspection feedback and the appraisal and so on.To solve the prpblem, G Corporation unifies the actuality and take?the modern performance management theory as a foundation, the redesign take the company, the department, individual three levels achievements management as the core to built a new performance management system. It has solved the problem which in the goal design, the achievements plan, the achievements communication as well as the achievements inspection exists. This article taking this as a background, and revolving the G Corporation new performance management system design to the performance management flow, the performance goal hypothesis and the improvement, performance inspection dimension aspect and so on hypothesis has made the corresponding elaboration.This article mainly has six chapters, the first chapter is about the performance management theory summary, from theory and other system administration, goal theory, drive embarks, to the performance management meaning. The content has made a more comprehensive elaboration. This part is the achievements management system rationale. Second chapter briefly introduces G Corporation' s history and the present situation, and carry on the analysis and the diagnosis to this company's human resources management and the performance management present situation. Then I discover the question in order to have pointed designs of the performance management system. Third, four, five chapters narrate the G Corporation' s three levels performance management constitution, and also elaborate the mentality and flow of system design. Then it has carried on the narration to the G Corporation performance managementsystem from the goal of design to the movement. Sixth chapter is an appraisal to the performance management system, summing up experience, and asking the existence question.