An Empirical Research Of The Affecting Elements In High-techenterprise Employee Performance Management

Human capital, one of the most important capitals, is the core competitiveness for an enterprise to obtain its competitive advantage. It is especially true in the 21st century which is characterized by the competition of talents. Performance management, a key factor in human resources management, plays a critical role. An effective performance management is beneficial to improve the qualities of the staff. As a result, establishing and perfecting the performance management system of the employees as well as putting it into full play is the key for a company to improve its competitiveness.High-tech enterprises is increasingly become the impetus for technical advancement and core for the economic growth in an environment of global economic development and it has become more important when we successfully march toward a knowledge-based economy. High-tech enterprises are playing a more and more important role in China's economy. The advancement of it not only leads to a more technology value-added traditional industry, fosters a more beneficiary running of the national economy as a whole, but also accelerates the improvement in all the areas of the society. Staff in high-tech enterprises, main body for technical innovation, is asserting a growing influence on the competitive advantages of the companies and becoming the source for a corporation to innovate. However, some problems still prevail in the performance management of the staff in high-tech enterprises, which in turns discourage the employees and affect the competitiveness of a company.A discussion and analysis of the affecting elements in employee performance management is important for enhancing the internal administration of a high-tech enterprise, improving the organizational performance of an enterprise, retaining the talents and making more profits. So, the focus of this research are the affecting elements in employee performance management.This paper begins with an introduction to the background of this research, imposing of questions and the purpose for the study. In the part dealing with the outline of performance management, the author looks back on the connotation and flow of it. Based on an extensive reading of a lot of relevant documents, fruits of the former studies and the combination of the respective high-tech enterprise and the characteristics of the staff, the writer creates a connotative model for the affecting elements in employee performance management, proposes 4 theoretical assumptions and designs a questionnaire for the affecting elements in employee performance management. The questionnaire surveys both human resource management staff and other employees. By employing the regression analysis of the 204 valid examples collected by the questionnaire, setting task object setting, evaluating approach, evaluating standard and performance feedback as independent variables, employee performance management as dependent variables, this paper analyses the effect of the four affecting elements to the performance management. By a descriptive statistical analysis, the author tries to demonstrate the status quo of the employee performance management in high-tech enterprises in Suzhou Industrial Park. The result shows that the effect of employee performance management, the evaluation approach and extent of the explicitness of the performance management as well as that between the turnout of performance management and the organizational rewarding system are directly correlated, among which the extent of explicitness of evaluation approach and standard wields the greatest influence.The following suggestions are put forward based on the empirical research: 1. Set a clear aim for a task; 2. Establish a well-performed evaluating approach and standard; 3. Create a sound performance feedback system; 4. Form a regular inspection system so as to perfect the existing regime.