Hy Company Performance Management Diagnosis And Design

Performance management is an important part of the modern enterprise humanresource management, and it was accepted by many enterprises because of its scientificand effectiveness. Companies are looking to establish a performance managementsystem to improve the efficiency of business, but due to the method are originated fromabroad, it is not very long to promote in our country, and so the using of it is not yet ripe.Coupled with the external environment in China’s enterprises and foreign enterpriseshave some differences, also business management model and corporate culture not thesame, Chinese enterprises need time to adapt to this new method. The use ofperformance management must be localization in the corporate, and to strengthen therelevance of the enterprise.。This article is based on the above background, the reconstructed the performancemanagement system of HY, ltd. This company’s main problem comes from the lack ofcomplete performance management system and corporate strategic change and humanresource management`s imperfect. HY, ltd had only a simple task assessment; there areno other ancillary aspects to match with it. Corporate strategic planning is too vague,difficult to set goals for the organization and employee performance, lack ofwork-oriented. The imperfection of the human resource management restricts thefunction of performance management.The purpose of this paper is to help HY, ltd further standardize the construction ofthe company’s performance management system, improve employee performance, tobreak the bottleneck of the development and to adapt to the new needs of development.Firstly, through literature review and empirical analysis to define the scope ofperformance management, compared the advantages and disadvantages of the varioustypes of performance appraisal methods, and then established a performancemanagement system design process, on this basis, selected suitable companyPerformance Management-Balanced Scorecard for HY.By a large number of questionnaires and in-depth interviews, diagnosed the currentsituation of the company’s performance management. Through the diagnosis of various aspects, to find the crux of the problem, pick out the unit that need to focus onParticularly in the performance system design, that is, work analysis, clear jobresponsibilities; regulating the performance appraisal system to prevent the assessmentformalized; setting scientific Index to match with corporate strategic goals and jobresponsibilities; strengthening the communication of performance in processmanagement and feedback; improving the performance of salary payment andpromotion basis; keeping long-term staff training. The design of performance would besolved one by one, making each process of the performance system interlocking, closelyintegrated, so that erected the performance management system in the true sense. Finally,it further discussed the implementation problems which need special attention andsummarized the innovation and lack of induction.The research conclusion has its practical guidance value: through analysis ofexisting performance system, to find provisions which not conformed to the long-termstrategic planning; to provide suggestions for improvement and basic support conditionsfor corporate strategic planning, and also experience for the same industry.