Research On Improving Performance Management System Of Danyang H Department Store

This article deeply analyses the performance management situation of H DepartmentStore in Danyang and the problems in the aspect of performance management based on thetheories of balanced scorecard, performance management and key performance index andMBO. It also used the method of balanced scorecard and key performance index to putforward the measures to improve performance management and promote staff performanceand guarantee the executive power of the company. Thus, the company strategies can beput in effect so as to elevate the competitiveness of the companyThe article starts from investigating the retail department store development and thebackground performance management research. It seriously arranges the relevant theoriesof performance management and raises the train of thought of the research. Then the articleanalyzes analyzes present situation of human resources and performance managementin Danyang H Department Store and finds out most outstanding problems of a greatmany problems which includes strategic joints, index system, the mixture of performancemanagement and performance appraisal, the appliance of performance results and thedegree of staff participating. The improved thinking of performance management system isconfirmed by understanding and analyzing the problems.A leveled performance index system is established by balanced scorecard and KPI.And the weight is set according to the scientific quantization method of level analyzing.The cycle and measure of assessment is decided by the difference of function and levels. Inthis way a complete system of performance assessment is formed. After that, in accordanceof circulate method of PDCA, every stage of performance management is designed, whichis different with the past performance management only in the stage zone of performanceassessment and form a complete system of performance management. At the same time, aperformance management committee is established with the general manager as the head.Corresponding regulations are formulated to create an atmosphere of performance management and to reinforce management and motivation of the performance managementteam in order to set organizational system for performance management.The last part is the conclusion. The performance management system is not a systemwhich is established for good and all. It is continually improved during its operation. Thereis still a lot to be improved and a lot of management objectives not achieved though theauthor has made a great deal of efforts and hope to test and improve the system in practice.