Performance Management System Optimizing For Frontline Staff Of AM Company

The human resource is more and more important for company who is going to build up core competition.Accompany with economy and society development, the talents are not just limited by employees and management team,technician and frontline workers are paid more attention than even.AM is a global company who built up a good position in commercial vehicle industry by transmission products. Since 1999,AM has done two times change and improvement for frontline worker performance management system, which improved operational efficiency somehow. With People orientated thinking deeper and deeper involved in our daily management,the performance management focus area is changing from performance to people’s competence,so sustainability of current performance management is to be challenged. According survey and analysis for current performance management system, the main issues as:(1)System designing issue:firstly, AM performance management procedure is not in systematical way,not well link between performance management each module,that caused efficiency loss during the whole process; secondly, performance application is insufficient to support talent developing and talent retention, as current performance evaluation results just link to monthly bonus, so current performance management method is not so called "performance management".(2) Performance target setting issue:performance target setting should consider SMART principle and lower level target should support higher level target achievement and finally to support company strategy achievement.According our survey finding,current performance target setting is in opposite way,even employee is not clear of what is expectation from his supervisor(3) Performance implementation issue:firstly, misunderstand meaning of performance evaluation and performance management, even some frontline management team believe HR is the owner of current performance management system, seems they are not truly understand the purpose of performance management system.secondly, not well communication during whole process, if without sufficient communication,for sure the failure will come and finally just leave some paper work.From research results and based on latest performance management study,the optimizing idea was given to improve team cooperation and talent development and retention and company culture. Meanwhile suggestion is provided from aspects of organization and procedure and culture to safeguard new system implementing successfully.The creative ideas of improved performance management system:(1) evaluating team achievement and individual achievement to improve team sprit in new performance management system; (2) involve individual skill rate in individual final score to enhance individual skill development.