The Research On Human Resource Performance Management Corners And Improvement In AS

It’s a key for enterprise to build up an effective human resource performance management system to reach the strategy target and good operation performance in furious competition and fast changing market. Although most of enterprises accept the performance management theory and take some actions, the result is not good. Top leaders, managers and other employees often doubt that the human resource performance management system has positive effect for operation performance. Even some people think that it has negative effect for operation performance and enterprise culture.After decades development, enterprise cannot keep going by using a mass of resources and very cheap labors in China. Enterprises have to improve their human resource management quality to accumulate their human resource capital. Then they could finish their strategy conversion. In this moment, this thesis tries to have a case study from the improvement of AS in human resource performance management to share some experience. I hope it could do some help for other similar companies. After theory analysis and case study, the main conclusions are as below:1) Performance management should be the core of human resource department. It’s a necessary base for an effective performance management system in enterprise.2) Performance target should come from business strategy. Only break business strategy down layer by layer, employees’ performance target will have a strong connection with enterprise operation performance.3) Performance interview can drive managers to improve their management. It will have positive effect on employees’ performance. So performance interview should be forced.4) Training and development is the most value added step in performance management cycle. Employees realized that individual development is very important for them. Individual development and enterprise performance can be combined by individual development planning. This is the key by which enterprise could have a qualitative improvement in human resource performance management.5) There are so many difficulties to manage migrant workers’performance by performance management cycle for labor intensive enterprise. But if we manage their performance by training and development system, the result is much better.