Study On Optimum Design LZ Mining Limited Performance Management

Mineral resources are the basic energy for human life,economic development and social progress.A complete and effective performance management system and mechanism is essential to maximize the performance management function and improve the efficiency of using mineral resources.LZ Mines Co.,Ltd.,the holding of China Minmetals Corporation,is one of the five state-owned companies of which business scope covers metal mining and smelting ferrous in China.This paper selects the Performance Management System of this company as the study object,pointing out the potential problems of the company's performance management through analysis,offering solutions for improving and optimizing the company's performance management system.It will not only be helpful for the company to win in today's increasingly fierce competition,but also significant for the improvement of other SOE's performance management.LZ Mines Co.,Ltd.has paid little attention to the interactive communication with employees during the establishment and implementation of performance appraisal.There is neither training and counseling for employees to help them improve work skills,nor promptly correction of the deviation that occurs between the employees' work behavior and objectives,not to mention to trace and improve employees' assessment objectives and work plan accordingly.Besides,the obscure performance standard makes it difficult for evaluator to appraise performance correctly and fairly.Specifically speaking,the performance standards of certain Divisions are too high,which causes low score results of employees' performance appraisal and blow their work enthusiasm.Oppositely,there are Divisions setting low performance standards,which causes fake and high performance appraisal scores.This will fail promoting employees' work performance by appraisal system and will bury the physical management problems of company.It can be seen that the performance appraisal of LZ Mines Co.,Ltd is far from the more professional realms.It misplaces the position of performance appraisal score results and the performance appraisal itself.After the scores were decided,there was no collection of employee's feedbacks as following steps.The complaints from employees who got low scores for their performance were ignored.Thus it has always been difficult for company to improve the performance appraisal system because the managers and employees can hardly reach agreement on this issue.The managing team in company have not been fully aware of the significance of interactive communication with employees which is a good way for employees to learn about the company visions,know more clearly about their specific goals and go to fulfill them.To solve all these problems of LZ Mines Co.,Ltd,the author of this paper offers solutions from the perspectives of optimizing performance appraisal system,improving performance appraisal interactive communication,bettering performance appraisal scoring system,performance appraisal feedback analysis and application,and sustainable optimization of performance management in the company.