The Branch Of China Mobile Pzh Performance Management System Design

At present, most of performance management implemented by the Chinese enterprises faces difficulties such as lack of objective standard, and lack of quantitative and standardized assessment system on different level when performance appraisal is carried out in practice. The main reasons are due to the influence of traditional ideas, implementation environment, cultural differences in background, performance management cognition and the differences of understanding, and the differences of enterprises’organizational form, industry, and objects. Moreover, performance management includes performance planning, performance coaching, performance appraisal, performance motivation, and performance communication. Performance appraisal is one of the key links, but this does not mean that the other parts are not important at all. Many companies still have the phenomenon "for the sake of assessment" which only focuses on the building of performance appraisal system but ignores the other parts of performance management, leading to paying much attention to the numbers and results, but less on the behaviors and process, and can not improve the enterprises’long-term process performance and restrict the development of staff’s ability. China mobile PZH branch, the author studied, also has these kinds of problems. The first three chapters of this thesis introduce the concepts related to performance management, the performance appraisal status quo and the existing problems of China mobile PZH branch. The fourth chapter introduces key performance management related content, stresses the need to strengthen the building of performance planning, performance coaching, the performance appraisal, performance motivation and performance communication. Since 2003, the reform of performance management system has been taken in China mobile PZH branch. In recent years in PanZhihua city, mobile service and operational level have been growing at a fast speed, however, the performance management system has not unfolded at the same time, so the performance management strategic orientation is not strong, and the poor management has restricted the development of enterprises. Facing the fast changing and complex competition, it is quite important and urgent for China mobile PZH branch to improve the old performance management system, improve the performance of the staff and the whole company, maintain the enterprise’s competition advantages and achieve sustainable development.Along with the development of the market economy, China mobile PZH branch faces growing competition pressure. Appraising company’s employee performance comprehensively and scientifically and perfecting the employee performance management system is an important guarantee for the company’s management and strengthen the company’s core competition competence. This thesis studies the performance management status quo of China mobile PZH branch, reviews the development history of this company’s performance management system, analyzes its performance management status quo, points out the existing problems and explicates the key realm of the improvement. Based on the Key Performance Indicators of performance management system design, by the method of Empirical Analysis documentary analyzing, questionnaire survey and through interviews, this thesis gives detailed explanation and provides some implement suggestions. Through the design of the thesis and building a staff performance management system which combined incentive and restraint mechanisms, the author aims to improve the performance management level of China mobile PZH branch, strategic implementation and core competitiveness, perfects human resource management system, and makes sure the realization of company’s strategic target so that performance management system of China mobile PZH branch will be more scientific, norm, and reasonable, the employees’ability will be developed extremely, the performance of the staff and the company will be improved, and the enterprise competition abilities will be promoted.The thesis is divided into 5 chapters. Chapter 1:Introduction. From the macroscopic background, this thesis represents the purpose, significance, ideas and research trends at home and abroad. Chapter 2:An overview of performance management theories. This chapter summarizes the related concepts and performance appraisal content, the principles, methods and development trend. Chapter 3:An introduction of performance management status quo of China mobile PZH branch and through the analysis performance management status quo of to find out the problems. Chapter 4:The design of performance management system. According to the actual situation, extracting Assessment Indicators, determining weight and making assessment table. Chapter 5:The implementation and suggestion of performance appraisal management. Under the new situations of performance management system, China mobile PZH branch, based on the original appraisal system, formulates and implements the new performance management measures for implementation, and carries on the analysis and evaluation on the results.