The Study On Performance Management System Of China Tietong Corporation Jilin Branch

Following the uninterrupted growth of the market economy, the competition environment is becoming intenser day by day, the state-owned enterprise is growing aware that talent is the enterprise core competence. To a great extent it determines the rise or decline and the success or failure of an enterprise that whether the people are for or against and whether the staff throw themselves into work or not. How to maintain the enterprise staff's sense of responsibility, stimulate their enthusiasm, reduce the draining of the talent, and becomes a day by day incisive question which puzzles the development of state-owned enterprise. In the knowledge and economy time, in enterprise, the management of human resource also must break through the pattern of the industry economy time, then it can construct the new stimulation mechanism, maximum limit displays worker's enthusiasm and creativity, the enterprise can form the competitive ability with which it can continue to develop. Lost of The basic reason of the talented men is the human resource management of the state-owned enterprise aspect is seriously lags in particular. Therefore, the research of the performance appraisal of state-owned enterprise has the certain practical significance.Performance Management is to manage the course of performance realization, and is also a kind of management activity based on the enterprise strategy. It is a formal management activity that realizes the enterprise strategic objective, which stimulates the staff to improve the performance continuously by a series of day-to-day management activities that resolve, distribute, appraise, and apply the enterprise strategic objective. Performance Management is a circulating course. It emphasizes not only the performance result, but also the course that reaches the result by the means of plan, execution, performance and feedback. Above all Performance Management is a kind of management, whose key is communication. It initiates symbiosis and pursues self-management. Performance Management is a complete system. In a broad sense, it includes the basic work of Performance Management, which includes management by objective-MBO, job analysis, enactment of performance indicator, performance plan, performance enforcement and management, performance appraisal, performance feedback and application of the result of performance appraisal. In a limited sense, Performance Management is usually a circle, which includes four steps: performance plan, performance enforcement and management, performance appraisal and performance feedback, etc. At present the performance appraisal management inspection pattern mainly has the essential achievement target inspection, the goal management law inspection, the balance records the branch inspection, 360 degree feedbacks inspection, the manager reports on activities to inspect pattern and so on ,other inspection methods are also extension and accommodating based on the above pattern. Each kinds of performance appraisal inspection pattern and method all reflected a thought and principle of concrete management, all have the certain scientific nature and the rationality, simultaneously the different pattern method has its own limitation to be suitable the condition. Key Performance Indicators (KPI) is a important target system which is quantified, beforehand approved, used to reflect the organization goal realization degree , is the performance appraisal management effective method, also is impelling the value creation the actuation factor of the enterprise , its function mainly displays decomposition through to the enterprise strategic target ,makes the high layer leader clearly understand to the most essential management operation situation to create the enterprise value. The essential performance target inspection pattern corresponds CHINA TIETONG Corporation JILIN Branch (JLTT) such a major enterprise, it has a certain practical value. Since JLTT established, it has formed the enterprise culture and the enterprise human resource policy which is influenced by the original railroad system plan economy, at present it exists in the achievements management aspect the strategy apartment, the s appraised by the human factor, the manager lacks the essential understanding and the performance appraisal result application to the performance appraisal management is narrow and so on. In order to solve these problems, we put forward the improvement proposal, make improvement program to the s management pattern of JLTT. It's performance appraisal management system improvement program according to the performance appraisal management flow, firstly from the determination to performance appraisal target, the performance appraisal inspection and management, the performance appraisal communication and performance appraisal inspection result, introducts "Human- orientation" management thought, carries on the optimized design to the performance appraisal management system, not only the soloves JLTT the question about the performance appraisal system of inspection, more importantly but also makes all levels of manager through the performance appraisal management system to stablish the modern business management consciousness, builds the foundation to relize to stastics target of JLTT. The new performance appraisal management system is for the purpose of through the essential performance target inspection to realize the staff performance and the company strategy target, the staff salary, association with the professional career, thus to promote the competitive ability of company. In the essential performance appraisal pattern establishment processing, through to introduct "the balanced branch scores card", uses the balance idea branch scores card to determine four dimension of the essential achievement target , namely to determine four factors of the achievement inspection appraises, financial/benefit, service/ management, staff management and strategy; Use the method of "value tree", decomposes the company all strategy target to various departments and post, and through choosing the KPI, has established the performance appraisal inspection target system of the department and post, according to the indicators to realize the essential degree of company goal, to determine a standard minute value of each indicator; using "the moon chart" determines the weight of indicators, determines the key of the post inspection; Finally, using the way of signing "the performance contract" level by level, has achieved goals of the performance appraisal management with which the enterprise performance goal directional communicate, the enterprise and staff develop together. Although JLTT the performance appraisal improvement program makes the performance appraisal goal and the enterprise strategy explicitly relate, and transmits to the enterprise all staff clearly; But unify with quantified KPI and not quantified Behavior Performance Indicators(BPI), makes the appraisal content more comprehensive; The performance appraisal management is more transparent and public compared with the past one, the degree of the staff participation also more deeper, but the improvement program is also not complete enough, it shows that it is not closely connected with the individual development plan of the staff; self-appraisal of the staff has not obtained enough and so on. Therefore, we suggested that JLTT the performance appraisal management system apply on the application, it also must be improved from establishing individual development plan, self-control mechanism of performance appraisal and application modern information technology and so on, to realize management boundary of self-control.