The Study Of Performance Assessment Method Of Self-management Team In Corporation

With the increasing population of team theory in China, the team mode is also used more and more in daily management of corparation, the competition between corporations is more fierce,the request to team application is increasingly high. The update of enterprise management theory and the constantly improvement of human resources' level, mankes the appearance of self-management's superiority, the mode of team starts to turn to self-management. Any effect of the use of a team, must be tested by practice. There are a lot of factors to effect the result of self-management team, but ultimately are reflected in the limitation of performance assessment.Currently, the performance assessment of self-management team was just stay in the traditional level, or even don't reflect the thought of team and still follow the methods before, and more focused on the consequences. So, the role of assessment system on monitoring and control outweighted that on encouragement. Performance assessment and practice like this, doesn't take into account the features of the self-management team. Because of the lack of an effective incentive of team members, the use of self-management team was restricted, and need to be improved.In this paper, through the practical application of self-management team, the main problem existing in the performance assessment of self-management team has been found out, which is new and necessary. On the basis of analysis of self-management team's features and effect fators, with the general performance assessment theory as a guide, combining self-management theory and team performence assessment theory, in conjunction with Balanced Score Card, Key Performance Indicators examination techniques and 360-degree feedback evaluation system, then provides with a performance assessment programme of SMT, and thus a method on SMT performance evaluation index system designation.This paper chooses two perspective to expound SMT assessment system. First, to tanke sales SMT as an example, considering the fact of ever-growing, we bring the concept of life cycle theory to explore ways how to use periodic performance evaluation to improve the performance of STMs in different stages. Then, to take R&D SMT as an example, this artical brings a perspective that takes the team and members as a whole. We use the method of Balanced Score Card in team evaluation, and devide individual evaluation into three dimensions which are behavior,capacity and result. then, we disign an R&D SMT assessment index system, and provides some improved ideas about assessment methods,evaluator and weight coefficient.SMT's performance assessment is not once and for all, and there will be a lot of problems in practice. Based on the analysis of SMT's CFSs, this artical discuss the obstacles that SMT's performance assessment method may encounter in practice. And combing the reality, this artical provides measures to respond from the perspective of training and increasing the participation of members.Finally, by the application of this assessment system in a corporation, it is found that the result of evaluation has been markedly improved compared with the previous evaluation system, and further validates the result of this article.The author expects that this artical can supply companies of our country with some helpful methods and detailed reference .