Performance Management System Of The Headquarter Of Shandong Expressway Group

With the fast development of China's economy, it becomes crucial for companies to keep lasting competency. Human resource becomes the key resource for companies' production and development. Human resource management is a complex system, and performance management is the crucial part of it. As a systematic controlling process and a subsystem of strategy management, performance management transforms strategy into action. Along with the market economy maturing, many companies make lots of explorations and attempts in order to found up employees' performance management system that is suitable for different company.Taking the headquarter of Shandong Provincial Expressway Group Co.,Ltd (SPEC) as a case, performance management system is analyzed and studied in this paper. Having more than 12000 employees, SPEC is a super state-owned enterprise that supported by the government with emphasis. As the commanding center of SPEC, the headquarter still stays at the evaluating stage of performance management, and the evaluation has not been fully used. By studying theories, technology and methods of performance management worldwide, the author tries to find out what are problems that SPEC's headquarter faces, what causes these problems, and how toestablish suitable staff performance management system.This system integrates with SPEC reality, takes full consideration of the work and performance management in headquarter, decomposes performance evaluating indexes into position-performance index and position-competency index, and applies qualitative analysis together with quantitative analysis. MBO method and KPI evaluating model are adopted to figure out KPI performance indexes for different positions in order to unite individual's goal with the strategic goal of the whole company. 360-degree evaluating method is adopted to lower the proportion of quantitative indexes and increase that of qualitative indexes, so the comprehensive evaluation of the staff will be more accurate. Much has been thought in process management of staff's performance to guarantee the feasibility and performability of this system. All processes interact with each other and promote performance of the system.Being practical and operable, this system will benefits managers and staff with timely communication and feedback about performance. The diversification of evaluation enforcer has been realized to ensure fair evaluation result. The evaluation result used to be mainly adopted in appraising and awarding, but in this system, it has been made clear that salary, promotion, and training opportunity should be provided according to evaluation result, which further highlights the effective combination of performance management and personnel management. At the same time, the author analyzes problems which possibly appears during the implementation and comes out with corresponding countermeasure.