Research On The Effect Of S Group's Performance Management Improvement

In these years, human resource management is valued by more and more enterprises,therefore many managers pay attention to the performance management of human resourcemanagement, performance management has become effective means and scientific tools.Combining performance evaluation results with promotion and salary increase caneffectively excite employee’s work motivation, and then improve organizationalperformance and help enterprises to achieve strategic goals.The main purpose of the thesis is to discuss how to arouse the enthusiasm of middlemanagers to make the performance management play a role in enterprise development.This thesis introduces the background of S group first, and lists a series of issues in theprocess of implementing performance: evaluation scheme process isn’t establishedsmoothly; performance appraisal is hard to be finished within a specified time; middlemanagers assess the same evaluation score for staff with perfunctory mood, and even somemiddle managers produce resistance, lead to the effect of the performance appraisal isunsatisfactory. This thesis applies the method of theory combining with practice to analyzethe causes of above issues, these theories include two factor theory, expectancy theory,equity theory, and performance management theory etc. And then provide correspondingSuggestions and measures to improve them, such as optimizing the evaluation system,Designing targeted evaluation index, establishing logical salary structure, carrying outspecific performance appraisal training to help all levels staff grasp related performancemanagement knowledge, strengthening performance communication, and enhancing therole of corporate culture in performance appraisal etc. These measures and methods don’tonly have certain promotional value, but it also provides a reference for other enterprisesthat is faced with similar issues.