F's Performance Management System Analysis And Design

Performance Management, the core component of HRM, is a valid control means to realize the enterprise's strategic target. By setting the performance goal, communicating and improving continually, the performance management raises the human power to human capital, and change the human capital to business results. It becomes the motivation to attain the enterprise targets. In the computer CPU connector industry, the F Company is the global main manufacturer and supplier. Facing the change of the competitive environment and the join of the new competitors, the Company doesn't have the outstanding core competent ability, and can't keep on developing. To improve competition ability, the company used the year policy target management. In this way, the year targets of company are divided into targets of each section. And the manager of company will control the process and appraise the results. But this performance appraisal for the sections has some defaults. It doesn't contain the employee performance management. And the system isn't complete, lacking the feedback and the application of the results. In management detail, there is little communication. In the study methods, the paper pays attention to the follow aspects: The connection of the theory and practice is the first principle. In the design process of the performance management system, the writer thinks the company's reality and the management base of the company fully, on the base of modern performance management theory. The second way is the system theory thoughts. This paper thinks the performance planning, doing, checking, feed backing and applying as one closing circulation system. And the system should be combined with the strategic and the management base. The connection of the learning and the innovation is the third way. In the design process, the writer checked many data, investigated some companies and absorbed some advantages optionally. To make it keep up with the actual circumstance of the company, the writer adjusts and innovates some details. The whole paper can be divided into four parts. In the first part, the paper gives the performance management situation of the F Company, including the basic company situation, the year policy target management and the defaults of this management. In the second part, the paper introduces the basis theory of the performance management system design. It is the important points about the relations among the performance management, the enterprise strategic and the HRM. Besides, the performance management system design process is the other point. The third part is the main chapter of this paper, about the contents of the performance management system of the F Company. Firstly, it is the basis design routing, about the system process, strategic direction and the system frame. Secondly, taking the job analysis, the company year targets and the KPI of the company, sections and the employee as the foundation that the performance management system designs. In the end, the writer designs the full system, including the performance planning, doing, appraising, feed backing and the results applying. The last part is the applied evaluation on the new performance management system. It contains the good results, the existing defaults and the feelings about the practical experience.