Research On The Improvement Of Employee Performance Management Of Guodian Chifeng Chemical Co., Ltd

World economic development has greatly reflects features of globalization,and market competition becomes increasingly competitive.In this case,if a enterprise wants to occupy the dominant position in the competition,it needs to strengthen its effectiveness and performance.Performance management can maximize organizing employee performance and potential.Strategic and integrated performance management can form performance-oriented culture,and finally realize the long-term and stable development of enterprise.Therefore,performance management has been focused on for many years by theory and practice.The most directive and most primary object of human resources management is to improve employee's work performance,and evaluation results is the most directive reflection of the core target.Therefore,to design a set of practical,scientific,dynamic staff performance evaluation system enforces an enterprise to find existing problems,explore solutions,and promote continuous improvement.The improvement of its system is the core work of human resources managementIn the process of research,this paper selects Guodian chifeng chemical Co.,LTD as the research object,analyzes its current business performance management status,and focuses on the existing disadvantages in the process of management: First,lacking the corresponding performance management foundation and not fully playing the role of performance evaluation results;Second,existing problems in the process of performance evaluation.It includes: the value degree on performance evaluation of department managers is not enough;Evaluating standard is unreasonable and unclear;Performance evaluation method is not appropriate,lacking diversity and flexibility;Collecting reference data is difficult and authenticity is not strong;Deviation caused by examiner;Evaluation results without feedback;And lacking effective communication between examiners and examinees.Based on current literature and research achievements,performance management process and relationship between performance theory and practice are studied.According to performance planning,performance implementation,performance evaluation,the use of performance results,this study establishs key performance indicator,etc.Management performance evaluation is redesigned,and the key performance indicator system is essential of this paper.Problems existing,reasonsanalyzed,and improvement measures we proposed should be beneficial to improve employee satisfaction and improve the operating management level of enterprise.