| With the globalization of economy and the rapid development of the information age,the competition among enterprises is more inclined to the competition of talents.As a special resource,human resource has become the focus of enterprise competition.Performance management,as an important content of human resource management,has received increasing attention in the operation and development of the company.For any company,to improve the overall performance management level,we must establish a set of scientific and feasible performance management system.Xinhe Fortune Investment Management Co.,Ltd.(hereinafter referred to as Xinhe Fortune)is a comprehensive financial institution integrating wealth management and investment consulting services.It has established more than 100 branches and more than 2,000 business personnel in the country.With the rapid development of the domestic financial market in recent years,the size of Xinhe Wealth continues to grow,but the company faces tremendous competition pressure on human resources.On the one hand,due to the rapid opening of branch offices by the company,there is a shortage of business personnel.On the other hand,due to the "war for talent" of many industry peers,the brain drain is serious.However,the current performance management system of the company has obvious shortcomings in the design of indicators,application of results,etc.,and can no longer meet the company's development needs.This article starts from relevant theoretical studies of performance management,collects firsthand information by using questionnaires and face-to-face interviews,diagnoses and analyzes the performance management system of Sinowealth Wealth Management Co.,Ltd.,and identifies the problems that exist,and the causes of the problems.There are mainly: the solidification of performance management system,the lack of process communication,the irrational set of indicators,the evaluation flow in the form,the lack of performance feedback mechanism,etc.,then a detailed analysis of all aspects of the performance management process,from performance planning,performance counseling communication The performance management system was optimized in terms of performance appraisal and application of performance results.The focus was on the optimization of performance appraisal indicators and the application of appraisal results.Finally,in light of the reality of CCHL,the key points and difficulties in the implementation of the optimized performance management system were pointed out,and safeguard measures were proposed from the aspects of high-level support,personnel training,communication mechanisms,and improvement of IT systems.Through the optimization of the performance management system of Xinhe Wealth Business Personnel,it is expected that the company's management will recognize the importance of the business personnel performance management system,give full play to the incentive role of performance management,and achieve the ultimate goal of improving organizational performance. |
PDF Full Text Request