Research On The Employee Performance Management Of The Hebei Mobile

Staff performance management is an important means to ensure achieving the company's manufacturing operations goals, enhancing customer satisfaction, improving the efficiency of internal coordination, and promoting staff development. Hebei Mobile is the leading telecommunications operator in Hebei Province, it has experienced ten years of the difficult development process after the division of telecommunications, and created numerous brilliant results which attract the industry attention and became the proud of its staff. However, Hebei Mobile is currently facing the external environment of restructuring telecommunications industry and all business operations. And it is also facing practical difficulties of sluggish income growth, high costs, limited resources, and the enormous pressure of development. Under this new situation, how to correct guidance of employee performance management, refine the employee performance management system and give full play to organizational performance and individual performance incentives to ensure the achievement of corporate goals and rising soft power and core business competitiveness, is of great practical significance for Hebei Mobile.This article is divided into six chapters. The first chapter is "Introduction", start with the background of this study, then propose the problem of how to amend the guidance of performance appraisal, improve the performance management system, bring on incentive effect of organizations and individuals that need to be resolved. Then sort out the ideas of this research. The second chapter is "Literature Review". It describes the development and main ideas of performance management theory, and the information and research results referenced in the process of drafting this article. Chapter three is "Analysis of Current Situation", based on the actual situation of Hebei Mobile, we introduced human resources conditions such as the total number of employees, age distribution, educational structure and proportion of professional status. Here we mainly focused on historical evolution and current situation of employee performance management and present a comprehensive, in-depth analysis of staff performance management, and then determine the direction of research under the problems identified. ChapterⅣ" Development of Performance Program" explained four major theories including the comprehensive evaluation method, the key performance indicators method, MBO and Balanced Scorecard method. This part includes basic concepts, applicable situation, key points of implementation and their advantages and disadvantages existed. Considering the needs of the situation mentioned before against the existing problems and shortcomings of company, according to the performance management theory and principles, and learn from the experience of other companies, we adjust content of optimizing performance management targeted, design performance management program and improve the system organization in order to solve existing problems and deficiencies. Chapter V " The Implementation of Performance " focus on the implementation and improvement process of evaluation system, including setting evaluation time, implementing evaluation, feedback and communication and evaluation process against individuals, leaders,general staff and other various objects that makes sufficient and necessary preparation for conduction of performance evaluation.