Research On Optimization Design Of Performance Management Of Company B

Company B is a high-tech private enterprise in China.It was established in 1995.It has always kept up with the changes in market dynamics and formulated corresponding development strategies.It has achieved rapid development so far,but there have been major problems in the internal performance management of enterprises.Company B applied the theoretical results of performance management to actual enterprise management,and borrowed advanced practical experience to try to improve the performance management within the enterprise.However,the results of the practice did not meet the expected goals,and even produced a series of new problems.If the phenomenon of mutual squashing is intensifying,the human grievances such as malpractices and other issues are prominent,and the lack of professionalism of employees has not only produced positive effects,but has also restricted the progress of enterprises.Therefore,how to do a good performance management work within the company has become a key issue for Company B to be solved urgently.This paper uses the theory of motivation,PDCA model theory and goal setting theory to conduct in-depth research and analysis on the performance management of company B through the reading of relevant theoretical literature and the actual questionnaire survey.Taking the performance management process,the setting of performance indicators,the feedback of performance as the entry point,the status quo of performance management of company B is introduced,and the implementation of performance management is deeply understood through the form of employee questionnaire.According to the survey results,employees are shown B company's performance management work has low recognition and low satisfaction.Through further analysis,there are a series of problems and shortcomings in the development performance management work,such as lack of consistency between performance management and strategic development goals,single evaluation subject,and feedback on performance management work.Insufficient communication,unreasonable performance appraisal indicators,and insufficient performance appraisal results.According to the existing problems,the optimization scheme is proposed in a targeted manner.Taking the company's development strategy as a logical point of achievement,it integrates two performance management tools: key performance indicator and balance score card,clarifies the main body of performance appraisal,constructs performance appraisal indicators,and optimizes the performance management cycle.Finally,in order to ensure the smooth implementation of B company performance management,this paper has giveneffective safeguards from four aspects: organization,system,culture and training.