The Performance Management Design For Private Enterprise

As the core of human resource management in enterprises, performance management has been paying an ever growing attentionto the private enterprises. For the enterprises, performance management has great significance in stimulating enthusiasm and incentive of staff, changing the management mode in enterprise, and promoting the strategic planning and encouraging the achievement of business objectives,etc. For employees, performance management closely relates to their payment and career development, so the performance management system will be paid close attention in each enterprise. Scientific and reasonable performance management system can bring a win-win outcome to both enterprises and employees. On the contrary, rigid and inappropriate performance management system will lead to a waste of company resources and severely reduce the employee’s enthusiasm and stability. Therefore, the design of performance management system needs to be time-related, condition-related and matchable with the enterprise’s actual management level.According to the original performance evaluation system in Z company employees’job performance is evaluated by the internal customers, external customers, the direct supervisor, the colleagues in the same level, the direct subordinates, and the employee himself/herself. To a certain extent, the system has ameliorated the blindness and randomness of the company performance management, established a primary performance management culture. However, during its implementation, a series of problems exposed, which let the result far from the expected goals of the performance management. To be specific, the evaluation system is incomplete, the implementation of evaluation is inaccurate, the announcement of results is not timely,etc. On the basis of carding the business procedures of Z company, a performance management system that is compatible with Z company’s current situation and of practical maneuverability is designed in the guidance of the Key Performance Indicators (KPI) evaluation. In the design of performance management system, organizational performance and job performance is the standing point, result orientation and process orientation are of the same importance, thus a reference design of performance management system is provided to private enterprises through the detailed analysis of system design.In the aspect of index design, through process reengineering and job description, core businesses of different departments and positions are covered, thus enable the representativeness and practicality of the selection of KPI. In terms of the assessment, to ensure the fairness and openness of the implementation of the assessment, appealing and confirming mechanism of the assessment results is also designed by strengthening the responsibility of the assessment object and the assessment process. Therefore, the ratio of unfairness in the appraisal process is minimized to the largest extent, and the incompleteness of the evaluation system, unreasonableness of the indicators and the difficulty in quantifying performance assessment are solved.In terms of the application of performance assessment’s result, a brief description is conducted form the aspects of performance and compensation, performance and training, performance and position adjustment, and the concept of performance and equity incentive plan is symbolically introduced. In this way, employee’s awareness and attention to the performance management will be enhanced from various aspects, performance management culture will be established, thus the results of performance assessment are implemented.