Study On The Improvement Of Front-line Marketing Employee Performance Management System For R Mobile Company

Guided by performance management related theories, this paper examines thecurrent situation of Employee Performance Management System in R Mobile Companyfrom the viewpoint of a frontline marketer. It points out the problems during theperformance management in R Mobile Company, including the ineffective performancecommunication between the managers and the staffs, various performance indexeswithout emphasis, insufficient quantification of performance indicators, assessmentcriteria hard to measure, insufficient and ineffective performance training, unreasonableappraisal cycle, unfair appraisal process, too formalized performance feedbacks,blocked feedback channels, having no effective incentive policies, etc. By extensivelyinterviewing the front-line marketing employee and closely analyzing these problems, itbelieves that performance management is a circulation system, so it proposes someimprovement suggestions for performance plan, appraisal and feedback, and optimizesthe current Employee Performance Management System in R Mobile Company. Itmainly reflects in the symmetrical communication with employees prior to developingthe performance plan in order to jointly make performance targets and further reduceresistance of subsequent implementation. It makes fair and objective appraisal usingKPI and360°and other scientific methods. Meanwhile, it builds an accessible channelto make feedbacks to address relevant problems in realizing the performance targets. Atthe end of a performance cycle, it sums up shortages to be improved and paves the wayfor the next cycle. At the same time, it is required to establish a good performancemanagement culture and effective incentive policies to support the implementation ofperformance management, through the improvement, it enhances the enthusiasm of thestaff, and contributes to the strategic goal of enterprise.This paper analyzes these problems from the point view of an appraisal object.Therefore, the conclusion provides a persuasive reference for performance managers.Also, in terms of performance management, enterprises in transformation similar to RMobile can learn from it.