The Design Of The Executive Staff Performance Management System For CR Company

Human resource management is a powerful tool for enterprises to gain advantages inthe competition. As the core module of human resource management, performancemanagement plays a very important role. A sound performance management system can notonly enhance the enterprise’s decision-making ability, but also stimulate the potential ofemployees. Therefore, performance management plays a vital role in enhancing thecompetitiveness of enterprises.In recent decades, An important part of the private enterprises have gradually innational economy. If the private company wants to achieve sustainable development in thefierce competition in the market, it must improve its Performance Management, combine thecorporate’s strategic goals with the growth of employees, focus on employee’s personal needs,provide them with a good platform for the development, and truly achieve people-orientedmanagement. Therefore, taking a private enterprise--CR company as study subject, thecurrent situation of the company’ performance management is studied, the existing problemsof performance management are analyzed, and the performance management is re-designedunder the supports of relevant performance theories.Through in-depth study on the executive staff performance management system of CR company,many problems have been found in the existing performance management system, forinstance, employees lack awareness of performance management system; performanceindicators are not unreasonable; people ignore the performance coaching; feedback ofassessment results are given in a timely manner; improper application of performanceassessment results and other issues. In view of this, the executive staff performance managementsystem of CR company is re-designed on the basis of theoretical analysis in this paper. Firstly,clear positioning of performance management is made; secondly, by combining the keyperformance indicator (KPI) method with the method of management by objectives, theindex system is rebuilt. The decomposition process KPI follows the SMART principle,making the setting of target more clear and instructive. After giving consideration to thecompany’s strategic objectives and new job description, the newly-built index system ismuch practicable. It can meet the requirements of enterprise development, standardize theperformance appraisal process, and ensure the smooth operation of performance evaluation．Finally, the performance coaching and performance feedback are strengthened,and a bridge is established for the communication between employees and the management.The application of redesigned performance results shows that it can promote the commondevelopment of employees and the company, and improve employees’ enthusiasm for work.The executive staff performance management system of CR Company is more efficient. It cannot only promote employees’ enthusiasm for work, but also optimize the management andbusiness processes, thus effectively improving the enterprise management level and ensuringthe realization of the enterprise’s strategic objectives.