Process Research On Performance Management Of SC Elevator Company

In current market economy background, a new round economic crisis is engulfing the entire world as a tsunami; competition among enterprises is becoming fiercer. How to improve the competitiveness of enterprises? How to improve the capacity of strategy implementation? Strengthen enterprises, internal management and establish suitable and effective performance management systems are the focal points of business managers. Management of SC is also giving attention to the same topic.In this paper, relevant principles of performance, performance assessment and performance management are reviewed first in terms of theory, more over, advanced performance management tools, relevant theories of balanced scorecard and key performance indicators are discussed. As a manager of SC, the writer did a lot of investigation works on current status of company's performance management, particularly, discovered existing primal problems of SC through the results of satisfaction survey and interviews with key employees. Laying too much stress on evaluation, but not on management, evaluation in a brash way and without any attention to employees development. And employees can not be convinced by the indexes under unsound performance evaluation systems.Integrate relevant theory with actual situation of enterprises closely, and in accordance with basic concepts of modern performance management- harmonious society, people oriented. Performance management system solution taking key performance indicators as heart which centre on process management and include the balanced scorecard thinking was worked out by this paper, and performance management for ordinary employees and extraordinary employees separately. In order to achieve good results, the paper focused on supporting process's development and refinement for implementation, including the relationship and crucial elements should be given attention to during implementation process.In the end of this paper, two important elements in performance management process were set forth specially-communication and training, as the important elements running through performance management process; they are often neglected in enterprises' actual implementation process. In view of above mentioned considerations, this paper did a related discussion on how the important elements can be reflected by regulations.This paper emphasizes that performance management system must be in keeping with actual development aspiration of employees, and tally with corporate strategic vision.This paper provides a useful reference for like enterprise when develop and implement performance management solution.