Research On Performance Management Of HY Holdings Limited

The research object is a diversified company of HY holding co.,LTD which are Involved in new energy,aviation fuel and related industry,chemical industry,international trade,agriculture and ecological tourism and capital operation.Using research methods of literature research,questionnaire,causal analysis and inductive reasoning and the methods of performance management of management by objective method and key indicator method,by statements of HY holdings co.,LTD.'s main business sectors and subsidiary condition,and company's five big strategies of sales strategy,talent strategy,strategic salary strategy,technology strategy and capital operation strategy and the structure of the company high-level human resources,then focusing on two of the underlying companies that can be compared: Kede company and Desen company.By studying the performance strategy,performance system objectives,principles and performance planning,performance tracking,performance appraisal and performance feedback of HY holding co.,LTD.,this paper points out some problems existing in the performance management of the company in the performance plan management.The company's performance plan can not realize the company's strategy,the difference between performance plan and performance appraisal is large,the performance plan can not embody the company's performance appraisal principle and so on three problems.Performance tracking management has problems such as insufficient strategic tracking,frequent transactional tracking,exaggerated difficulty of problems and serious shirking of responsibilities.There are some problems in performance appraisal management,such as unreasonable setting of assessment standards for maleic anhydride output and MTBE output,unscientific performance appraisal in management,There are serious problems of "free riding" and "taking responsibility for others" in post performance appraisal,and not conducive to the purpose of performance appraisal incentive and improvement.Performance feedback management has differences in communication focus selection,in cognitive of indicators of soft and hard,unfair of the appraisal system,personal characteristics communicate from a completely different starting point.In the application of assessment results,there is a imbalance in the coefficient of senior management positions,target net profit is out of proportion to executive compensation costs,the number of senior management positions does not match the company's performance goals,the number of senior management positions fails to reflect the scientific nature of management and other issues.Through the analysis of many problems and their causes,put forward the performance management optimization of the company to achieve the goal of three "increase" and strengthen the goal of three "sense".On the basis of the following five principles: strategic orientation,dynamic performance planning,effectiveness of performance tracking,results-oriented performance appraisal and fairness of performance feedback,constructive suggestions are put forward from four aspects: performance plan optimization,performance tracking optimization,performance appraisal optimization and performance feedback optimization.At last,it points out that in corporate performance management there are both defects andeffectiveness.With the raising of problems and the optimization of performance management,the company's performance management will inevitably promote the realization of the company's strategic objectives.