Optimized Study On The Performance Management System Of CM Company

With the advent of the Internet plus companies are striving to seek competitive advantage, access to greater development. Obviously, human resource management has become an important way to manage the enterprise culture and the development of human resources, and more and more enterprises pay more attention to human resource management. Therefore, how to realize the human resources management, from the recruitment of talent, to the post of skills and responsibility, to reduce the loss of talent through effective performance management, has become an important issue in front of the major companies.Major companies are in the age of the Internet plus and find their own foothold. constructing scientific and rigorous performance management system can realize the enterprise’s benign development and greater market share. Employee performance management can effectively help enterprises to realize scientific management of the staff, such as to observe employee work problems and highlights the work, to create a further professional development space through the staff training to achieve greater efficiency of production through improving the management capacity. Many domestic and foreign enterprises have already put the enterprise performance management position, introduce advanced management methods, create a harmonious enterprise atmosphere and more profitable. Quality performance management system will also bring positive guidance for the development of enterprises, in a large extent became the important basis for the development of enterprises.This paper intends to study the improvement of the performance management system of CM company, according to the basic concept and ways of performance evaluation, use of key performance evaluation (KPI) method, the company’s assessment of the status quo in-depth analysis, mainly to solve the problems of CM company’s performance evaluation system, the focus is vague, the results of the application of single and other indicators of performance indicators, such as multi subjective scoring, lateral pressure and other performance indicators.Then, this paper combined with the actual situation of CM company’s employee performance management system, especially the above problems, the use of key performance indicators (KPI), a clear performance management and management methods, so that the performance management system support strategic development, corporate management and personal capacity development requirements. From five aspects of index decomposition, focus, clear standards, mandatory distribution", optimized the existing assessment system. According to the company’s strategic focus and development strategy to develop the company level key performance indicators (KPI), and down by layer decomposition, combined with key departments and positions of the formation of the Department and post KPI; individual performance pay and department performance effectively linked. Optimized all kinds of performance management system, improved the performance of the results of the application, implemented of the company’s goals and development of staff capacity.In the performance management, it is suggested that different staff (middle and basic level employees) have different assessment content in different assessment cycle, and it is suggested to carry out effective rewards and punishments, the performance is oriented performance pay system, the performance evaluation results apply to employee post salary adjustment, employee position adjustment.CM company’s new performance management system has been very good, mainly in the compensation management and employee job change through the application. The new performance management system not only improve the CM company’s employee performance, and help CM company to improve the enterprise development process of human resource management behind the problem, new performance management system implementation and employee satisfaction greatly improved, employee’s job is more active, staff promotion system more perfect, so as to strengthen the interest of CM company. But at the same time, the author also found that the part of CM company is still difficult to use specific indicators to quantify, the setting of indicators still exists enhanced space, performance management system should pay more attention to detail, these problems will be in the future research for the author, hope to achieve the goal of enterprise development and efficiency improvement, but also to promote the merits of this article.