Study On Performance Management System Of CSR ZELC

As a scientific, systematic and effective management, performance management can combine the development of the enterprise and its staffs closely. Performance management’s an advanced management mode which has been generally used and is being optimized continually in the world wide modern enterprise. Chinese enterprises developed continuously and rapidly in recent years. However, compared with world class enterprise, the human resource management, especially the performance management, of Chinese enterprise, has yet to be improved. Based on CSR ZELC’s strategic objective-oriented, this paper adopt key performance indicators and balanced scorecard theory to research the performance management system of the company. The paper aimed at the integrate optimization design of performance management system, try to make it support the realization of the strategy target of the company, adjust and distribute the human resource, and promote the establishing and development of sense of duty of manager and staff.The main results of the research comprise of three aspects:firstly, the establishing of CSR ZELC’s performance indicator system. According to the establishing principles and design flow of the performance indicator system, in the direction of organizational strategic objectives, and through the layers of refined and decomposition, the performance indicator system which including company level, department level and post level have been established. Therefore, the operation pressure has been transferred to various departments and positions effectively. Secondly, the performance management flow has been optimized. The organization performance management flow including decomposition and released of organizational performance objectives, reporting of department’s GS, performance monitoring inspection, evaluation information output, calculating and releasing of assessment results,etc. have been established. The post-performance management process including reporting and assessment of staff’s GS, employee performance appraisal, calculating and releasing of assessment results and performance interviews etc. have been established. Thirdly, the related support systems including system of salary distribution, career development, mechanism of performance inspection and release which can ensure the smooth conduct of performance management system, have been established.