On The Design Zhong Bao Company's Performance Management System Based On Enterprise Strategy

From China's reform and opening-up of the course of nearly three decades, we can clearly see that human resources is to promote the economic development of China's most important resources, known as"the first resource"。And more importantly, in China's per capita compared with the world's natural resources is not dominant, and the production of national wealth has been a high level of consumption of natural resources today, it is no exaggeration to say that China's economy and society to achieve sustainable the only way out is to play the advantages of human resources. It should be noted that human resources play a lot of people like to imagine not only rely on cheap labor costs to compete。Experience in developing countries around the world have proven that labor costs as the level of economic development will inevitably and continuously improved.A country's human resources is mainly reflected in two aspects: First, the quality of education in human resources, it is manifested in the potential productivity; II has been achieved on the employment of human resources management, it is reflected in the development and utilization of human resources extent. As a result of China's management, in particular the level of human resources management, compared with developed countries in the world there is a big gap. Therefore, the present situation, improve the overall level of human resource management-style play to China's human resources priority. As an integral part of the economy, one of the most important - private enterprises, human resources management in the ills it is seriously hampered the development of the enterprise itself。And performance management in human resources management is the most direct response to the company and staff working condition and results, therefore, to deepen its understanding of the specific operation and play an important role in the enterprise. Through effective performance management to motivate employees to maximize corporate profits, is the core of enterprises to improve competitiveness。Performance management as a business strategy into action will be the process of strategic management is an important constituent elements, and its deep-rooted the goal is based on the business development strategy, through its staff in charge of the continuing dynamic of communication, a clear mandate and the work of the staff performance goals, the work of the staff to determine the measurement results, in the process affect their behavior in order to achieve the objectives of the company and staff development. Combination of the actual situation of the company, study the performance of modern management concepts and management methods, the design and operation of strategic-oriented performance management program is in the future development of the company are forward-looking and the predictability of the inevitable choice. Strategic-oriented enterprise performance management is an important means of strategic objectives is to raise the level of enterprise management, an important measure.This article focuses on the status of the company, analysis of how effective their internal performance management, in order to raise the staff's work.Through a combination of a balanced scorecard of key performance indicators management would be in the strategic objectives of the company into a measurable business key performance indicators, levels of these performance indicators will be decomposed into layers of departments and staff, and responsibility for the performance of these indicators to specific implementation, the formation of the staff, team and organizational responsibility for the performance groups, to ensure the implementation of corporate strategy. Many employees in the company by the traditional mode of thinking, working methods of the inertial effects of the operation remain in the original concept of a simple level, performance evaluation is based on sectoral targets for the development of wild-type, and some key performance indicators did not reflect the company's strategic direction.Related to a lack of communication between departments and training staff, there is no feedback to improve the performance and performance improvement measures, assessment is only as a means of payment of bonuses. Company's existing performance evaluation mechanisms to a large extent has become a mere formality, performance management should not be able to play a role in guiding and inspiring.The main reason for the problem are: 1, in the formation of the company has not the correct concept of performance management. At the enterprise level, the performance management is still considered the matter of human resources, has not risen to the level of organizational strategy。2, loss of critical functions. Performance Management is a systematic management of the company and in the past due to such factors as the size of human resources management functions do not pay enough attention, the basic human resources management at the operational level, and key functions such as human resources planning, performance evaluation, such as loss of functions. 3, unreasonable assessment indicators.Too much emphasis on the past performance of a simple system of financial results, leading to decreased employee satisfaction; and there is no clear standard, subject to the management of the impact of too many people, leading to the performance of the system staff can not accurately quantify the performance of employees dissatisfied with the evaluation system unable to assess the exact attitude of its staff and the results of the work. 4, the lack of communication. Existing performance management mechanisms of communication, there is no business strategy to play the guiding role of values. Communication in the performance management plays a decisive role.to some extent, communication is the essence of performance management and the core, it runs through the performance management cycle has always been - the development of performance plans and goals to communicate and help employees to achieve the goal of communication to the end of the year to assess communication, to analyze the reasons to seek improvement communication. In short, the process of performance management is ongoing employees and managers to communicate the process to enhance performance. From the communication, business performance management will become a mere formality. 5, there is no culture of performance. Employees can not be the company's strategic development and growth of self-development link.Therefore, from the strategic objectives of the company business, the balanced scorecard based on key performance indicators in line with the management company in the current trend of external direction of development of market performance for the company to enhance the training and service management.KPI is a measure of enterprise performance management strategy for the implementation of the key indicators of the effectiveness of its strategic objectives is through layers of decomposition of the indicator system operable. The aim is to establish a mechanism to corporate strategy into internal processes and activities, and continuously争强the core competitiveness of enterprises, thereby continuing to obtain high efficiency. KPI performance evaluation system not only as a means of incentive and restriction, but also as a tool for the implementation of the strategy.Balanced Scorecard is based on the organization's strategic system designed evaluation system is a complete set of enterprise performance evaluation system, it will the organization's strategic objectives into measurable indicators, respectively, from the financial, customer, internal processes and learning and development of these four perspectives to the organization at all levels of staff within the delivery of the strategic organizations, arranged their work tasks, and ultimately help organizations achieve their goals. Balanced Scorecard Manager enables organizations to effectively track the financial objectives, the progress of key indicators of concern and effectively motivate staff to personal goals and organizational goals closer together and improve corporate performance. KPI and Balanced Scorecard is a combination of organic, performance management system is running, in fact, is the process of cultural transmission.Managers in the design of performance indicators in line with the content of these values, so that staff are familiar with and accept these new values. For example, the company made in the customer-oriented value proposition, the most direct and effective method of performance evaluation indicators in this guidance stressed.In this paper, performance management through the "rigid" and "soft", proposed and established the strategic direction of the company's performance management program. Program, based on the Balanced Scorecard of performance indicators KPI staff, departmental and organizational strategy combining organic.Organizational strategic objectives are identified, the overall strategy of enterprises according to BSC from the financial, customer, internal processes and learning and the development of these four aspects of decomposition, to identify the key processes to achieve the strategy, the formulation of a preliminary performance indicators, and then in accordance with performance data obtained effectiveness, in cost, quality, quantity and time between the screening, the last character in accordance with their respective indicators, to identify and target weight, the establishment of a strategic evaluation of the program-oriented KPI.In this article, performance management programs include the following main aspects: 1. Design of a truly reflects the performance of the company strategic planning system; 2. Design a Balanced Scorecard performance management and day-to-day operation of the system; 3. Strengthen the Organization to management staff from top to bottom, bottom-up day-to-day communication and feedback channel; 4. Implement the responsibility system for the performance of organizations, such as performance and pay for.Performance management is in practice the notion of enterprise integration and effective tool to achieve personal development and business development channel for the organic integration of the best.The design of a strategic-oriented performance management program, based on the Balanced Scorecard Key Performance Indicators KPI system operation, effectively the company's strategic objectives into all sectors and at all positions in the actual work, and improve coordination and incentive mechanisms to improve the staff enthusiasm and creativity to enhance the overall effectiveness of the company. Performance management of the company followed the objectives of the program management, and strengthened the functions of communication and participation. From the performance plan, the implementation of the performance feedback, the performance of the application of the results will reflect the importance to assess the performance of the two sides agree the role.To corporate strategy at the core of the performance management system is bound to encourage enterprises to standardize and institutionalize market-oriented and healthy development.