Research On The Employee Performance Management Of HEC Special Tools And Equipment Sub-factory

China’s enterprises have mushroomed rapidly growing since reform and openingup, and enterprises have been expanding, competition is much more fierce. Thetraditional management mode has been difficult to meet the needs of enterprisedevelopment, how to carry out enterprise management to achieve the goal ofenterprise is becoming more and more important, and people as the most importantelement in enterprise, the scientific management is particularly important. This articlewill take the Special Tools and Equipment Sub-factory (short for STES in this article)of HEC as the research object, focus on the important part of human resourcemanagement-performance management, aim to explore the current problems existingin the enterprise performance management and deficiency, meanwhile to put forwardrational suggestions to improve, also want to have some reference to other enterpriseperformance management.Harbin Electric Machinery Co., LTD is a representative of the state-ownedenterprises, mainly engaged in large and medium-sized power equipment production,its STES is an important production base of the company. Over the years, STES usesthe original performance management plan, its management concept is still traditional,can’t keep up with the pace of enterprise development, the performance level isdifficult to improve, so, its performance management effect is always in general,can’t complete the performance goals of corporation, the STES’s long-termdevelopment meets the bottleneck. Based on the in-depth interviews of STESemployees and managerial personnel, the research of the performance managementrelated literature, and found many inadequacies exist in performance management,mainly in the following four aspects. First, the performance plan is not scientificenough, performance goal and corporate strategic goal does not match, performanceindex is not clear and lack of effective communication in the performance planningprocess; Second, lack of intensity when performing performance evaluation without supervision system; Third, too much attention to the performance evaluation, ignoreperformance feedback and performance improvement. The performance evaluationsubject is confined to the immediate superior, evaluation of the subject and the objectneeds to improve understanding of performance evaluation; Forth, performanceresults have not been fully utilized,and most people think that performance appraisalis only linked to performance pay. Based on the analysis of the cause of the problemabove, this paper build a set of performance management based on key performanceindicators (KPI) system. The system will decompose the enterprise strategic targetstep by step, form department and individual performance goals, then department andindividual KPI index is obtained. The perfection of the entire performancemanagement system including the design of the key performance indicators (KPI),improvement of the performance management process and the employee performanceappraisal and evaluation. The performance management system combines thecharacteristics of STES’s needs, introduces advanced management concept, uses thescientific method of performance management, and do will significantly improve theSTES’s performance level, will be a great help to achieve the goal of enterpriseperformance.Finally, this paper respectively put forward the safeguard measures ofperformance appraisal from the angle of organization and technology, suggest STESof HEC set up performance management team, in order to get the support ofmanagement; Train the main body of performance evaluation, let them master theadvanced technology of the performance appraisal; build learning platform forexchanging, make the performance communication and learning more convenient andeffective.