Diagnosis And Redesign Of S Group Company Performance Management System

The essential purpose of performance management is to ensure the fulfillment of company’s strategy throughout designing the appraisal system which decomposes the goals of company by company,organization and position.During the process,it emphasizes the logicality of the index.With the rules and methodology,the strategy aim is transformed to the performance index of organization and individual,and then implement it by following up the action plan.The thesis takes S Group as the research object and analyzes the current problem and weak points which happened in the practice of performance management during the past several years,then diagnoses the performance management system and propose the optimized solutions.With the document analysis method,case-study method,and interviewing method,combining the frequently-used management tools and the well-developed performance management theory from home and abroad,to help company achieves the annual strategy goal and improve the practicability of performance management.First of all,S Group has practiced the performance management for 5 years from MBO(Management By Objectives)at the beginning and then to the current KPI(Key Performance Index)evaluation.But there are still many problems exist which includes the unclear position of subsidiary corporation in the Group,the unsystematic decomposition of the strategic target,the mismatching of the performance management mode with enterprise form,the unclear position of performance management value,the change of the object of management,the single way of motivation system,the inefficient performance communication and lack of the awareness of performance management concept.Secondly,Optimizing the system of organizational performance and staff performance of S Group.Taking strategic performance as the start point and ends with index system based on the BSC(Balanced Score Card),Considering the objective environment of enterprise operation and the operating situation,decomposing the strategic tasks to performance design and performance evaluation.Distinguishing efficiently the contribution and role of each subsidiary corporations according to the enterprise performance management type,performance management level,performance management content and the synergistic principle of group.Realizing the goal with strategic philosophy from strategic map to BSC and then to KPI,from group to individual and from whole to part.At last,utilizing sufficiently the internet technology,ERP and SAAS to adjust the ways of performance implementation,simplify the difficulty and time of performance appraisal,strengthen the ideology of the management,improve the acquaintance of performance,creating the performance-oriented culture,and make the performance communication and evaluation to be normalization and generalization in order to improve the reliability and validity of performance management.