Research On Performance Management Problem Of Chong Qing MT Group And Corresponding Suggestions

Human Resource Management is an important part of the modern enterprisemanagement and it aims to realize the strategies objectives. Performance managementsystem which is a part and parcel of human resource management undertakes the dueobligations for conveying corporate values, enhancing the employees’ comprehensivecapacity and increasing market competitive. With the intensification of the competitivemarket, the state-owned enterprises are facing increasingly huge challenges. In order toplay their own strengths, the state-owned enterprises should seize opportunities andestablish a scientific and effective performance management system which is in linewith China’s national condition. Based on the performance management theory, thispaper has explored the problems of Chong Qing MT group’s performance managementsystem construction, and puts forward some relevant suggestions for improvement.Through information searching, literature analysis, data collection and dataanalysis, this paper has a comprehensive and accurate grasp of Chong Qing MT group’present situation of performance management. Here are the problems of MT group intheir performance management: goal-oriented performance appraisal is less clear;performance evaluation system is not systematization and lacking of effective support;performance communication is not in place; supporting system is imperfect; employees’understanding of performance management is defecting which makes a poor softenvironment for the upgrade of the performance management.Six steps are suggested for solution of performance management problems of MTgroup and improvement of the performance management system. Firstly, developmentstrategy should be adopted and healthy performance culture should be built. Secondly,staff performance management model, to insure high assessment result, should bedeveloped. Thirdly, optimization of assessment process and scientific design ofassessment indicators would lead to high validity. Fourthly, attaching importance toperformance communication and feedback, as well as highlighting the comprehensiveeffect of performance, would promote practicality of the assessment. Fifthly, completingcorresponding mechanisms to guarantee the implementation of assessment is a way forupgradation of group management. Sixthly, publicize performance reform within thegroup to make it widely received.