Strategic Performance Management System Construction Of Fuguiniao Group Based On Dynamic BSC

Influenced by the current macroeconomic situation and the survival and development pressures,many enterprises began to attach importance to the improvement of their performance management.In the process of carrying out performance management,we find that the methods of traditional performance management still go after short-term benefits and focus on the financial indicators,ignoring the long-term benefits and development.There are many problems in enterprises,including the unclear strategy,undefined goal,formalized evaluation,a lack of performance process management,performance communication and feedback mechanism.What's worse,performance management is still used as a tool to "deduct wages" to employees in some domestic private enterprises.In order to give up the single and one-sided performance appraisal in the traditional performance management,we introduce the concept and theory of strategic performance management into practice of enterprise management,and make use of the theoretical tools and methods,including Balanced Score Card,Management by Objective and Key Performance Indicator,to establish a system of strategic performance management.Strategic performance management system adopts enterprise strategy as the direction with strategic planning,strategic clarification and strategy map,so as to divide strategic objectives into different departments and positions of the company.Taking the strategy into practice,and employees'performance planning and specific work will be carried out finally.Based on the current situation of enterprise performance management,this paper adopts the questionnaire method at first.We have handed out 171 questionnaires on the current situation of performance management to the staff that are managers or above of Fuguiniao Group so as to study and analyze the common problems and their causes in the current system of enterprise performance management.Later by adopting the methods of enterprise interviews,literature review and statistical analysis,we made a further study on overall operation situation,organization structure,human resources management and performance management of Fuguiniao Group.It reflects many problems,including the poor causality,the unscientific or unreasonable performance indicator,a lack of performance counseling and communication,and the narrow range of application of performance result.Through the analysis of the reasons for the above problems,we found that the reasons for the above problems in this enterprise are as follows:1.The company lacks strategic planning,clear strategic objectives,and good strategic cooperativity.2.The company adopts the extensive management,treating the performance appraisal as the performance management.3.The company does not establish the system of closed-loop performance management,and lacks performance process management.4.The company pays attention to the post performance appraisal,neglects the enterprise strategic goal and the overall performance;5.the company has not established the performance guidance and communication feedback mechanism,still adopts the imperative,the apportion type performance task and the goal assignment way.Taking the existing problems and the main causes of the performance management in Fuguiniao Group into consideration,we horizontally establish three organizational levels,including company,department and position,while we vertically set up four dimensions of causality including finance,customers,internal process,and study and growth by adopting the BSC theoretical framework.Finally,we can build a relevant,synergistic and dynamic system of performance management.By introducing and carrying out"three level and four-dimensional performance management system "into Fuguiniao Group,we tested,analyzed and examine the results so as to check the scientificalness,effectiveness and applicability of the new performance management.By establishing and carrying out the system of strategic performance management,we can integrate the independent and modularizing strategic management,management by objectives,organization and planning,budget management,performance management,business process management,management of responsibility system and employees' career development planning together and turn the loose and independent organization into a central strategic one by taking the strategic objectives as a core,so as to achieve the overall high efficient and beneficial development.