Research On Logistics Enterprise Performance Management Based On Balanced Scorecard

Economic globalization and increasing competition, has the huge influence of internal and external production and operation environment of modern enterprise development, the enterprise management is facing more and more challenges and impact. How to improve the employee’s work efficiency, enhance the competitiveness of enterprises, establish the business strategy of scientific and effective performance management system, the establishment and implementation of modern enterprise, has become the current situation, priority among priorities of each logistics enterprise human resources management. At the same time, along with the continuous development of diversification, the theoretical system of the enterprise performance management and management index of diversification, the past simply rely on the analysis of the traditional performance evaluation index system, at present has been far from satisfying the needs of the modern enterprise management requirements and the development of the competitiveness of enterprises. In this case, a new performance management theory--balanced scorecard will emerge as the times require. The Balanced Scorecard realize long-term strategy and short-term performance, organic combination of enterprise development and personal growth, financial indicators and non-financial indicators, the refinement of enterprise development strategy for all levels of enterprise internal measurable performance goals and action plans, give full play to the supporting role of performance management for enterprise development.This paper take the performance management and the Balanced Scorecard as the theoretical basis, a domestic private logistics company as a case, based on considering the nature of the enterprise, development strategy, production management condition, to the performance management of the enterprise at present the implementation of the analysis, pointed out in its evaluation index selection, management process design of the deficiency, and discuss the problem of deep-seated reasons. The introduction of the concept of the balanced scorecard, the author carries on the optimization design to the performance management system of A company through the two steps. One is to optimize the design of performance management index system, the analysis on the development strategy of A company and the strategic target, strategic maps, in the financial, customer, internal business, learning and development of a set of key indicators of four dimensions, and so are the balance scorecard, build company departments and base layer of individual staff card, the final completion the basic construction of the performance indicator system of A company. Two is the implementation process of performance management in A company was improved, mainly on team building, communication, performance guidance, performance appraisal, information feedback and assessment application process improvement suggestions. But this process, but also the implementation process of the system.After a period of operation, the enterprise management has greatly improved, by summing up, the author thinks the support effect on the development of the enterprise’s performance in four aspects:one is to improve the staff of the enterprise strategic awareness. Based on the process of establishing a performance management system for BSC is actually a communication, communication and promotion process, through the program design, implementation, information feedback, results using the steps, to achieve the company’s mission, vision and development strategy--performance indicators--the company all staff transfer, help employee understanding and consensus formation on the development strategy of the company. The two is the performance indicator system specifications of each department, unified and coordinated the promotion and corporate strategy. The core idea of balance scorecard is through the strategic maps, will break the company’s overall strategy to four dimensions, and the key performance indicators in accordance with the responsibilities and service, assigned to every department and every employee, and through the communication guidance, information feedback, the use of the assessment results and other methods to guide all sectors and employee behavior, objectively make their job responsibilities design, in the internal process management, work planning and other aspects consciously take the enterprise strategy as the center, finally realizes the enterprise strategy implementation. Three is to improve the dynamic management process of the enterprise. In this system, the enterprise development strategy and performance indicators is the relationship between roots and leaves, the root is the basis of the existence of leaves, and leaves to also have certain effect to the root of the tree. Therefore, through this kind of influence and anti influence, action and reaction, the balanced scorecard can promote the enterprise internal, financial, material and other resources allocation and the various departments of the dynamic management, coordination and organization, help A company to perfect the dynamic management process. Four is formed to help the company internal communication and good corporate culture. A key premise of the Balanced Scorecard to the smooth implementation of the high-rise to carry out extensive and in-depth communication with employees, performance indicators to determine the reasonable talent, enthusiasm and initiative and effective mobilization of staff. And through this communication, make the enterprise culture into the enterprise development also is a corner.