Research On The Problems And Solutions Of Performance Management In Small And Medium-Sized Pharmaceutical Enterprises

China’s pharmaceutical industry revenue and profit compound growth rate has remained at more than 20% from the 1980s.Among the "12th Five-Year", the total annual output value of traditional Chinese medicine industry increased by more than 26%. All these data indicate that the pharmaceutical industry in our country has developed rapidly in recent years. But in some developed countries from the global, pharmaceutical industry accounted for more than 8% of the proportion of GDP, and minority of them even have more proportion. The contribution of ours pharmaceutical industry to GDP is only 5%. It is shows that China’s pharmaceutical industry has great potential for development. But now we are facing a series of problems, such as weak of the innovation ability, industrial structure is irrational, the market order is not standardized, and so on. In the same time, the global pharmaceutical science and technology is developing rapidly, this industry is undergoing profound adjustments and changes. These factors make the competition between pharmaceutical enterprises become more and more fierce.Under this background, how to integrate the company’s resources effectively and enhance the competitiveness is particularly important. Human resources as an important resource of the company, have a huge development potential in the small and medium-sized pharmaceutical enterprises. However, performance management as the key link of human resource management plays a vital role in mining capabilities of the employees. But compared to the established enterprise, especially to the transnational enterprise, our country’s small and medium-sized pharmaceutical enterprises still lags behind in the performance management. Most of them use the financial index as the main assessment index and based on the subjective judgment. The assessment indicators can not reflect the organization’s objectives, and cannot comprehensive and balanced cover business management, which restricts the performance management plays a role in promoting organizational performance and enhancing employees’ ability. In such conditions, it is necessary to improve the performance appraisal system and to build a new performance management system. So it can be connect with the strategic objective, through the appropriate indicators, promote the management of enterprises comprehensively, enhance the company’s performance and personal performance.In order to resolve this problem, I will explore and research the construction of the strategic performance management system based on the Balanced Score Card for small and medium sized pharmaceutical enterprises, and I will use the research method of integrating theory with practice, with the help of the advantage of Balanced Score Card, and use the method of literature review, questionnaire survey, model building and so on. Starting with analysis of the pharmaceutical industry as well as the performance appraisal of NT company, I would provide the feasibility and necessity of establishing the strategic performance management system based on the Balanced Score Card of NT company. I will give a method to establish the performance management system based on Balanced Score Card for NT company accord to the characteristics of the pharmaceutical industry. And points out the importance of the implementation and feedback after the completion of the performance system, and provides the guarantee measures of the performance management system for a long time.