Research On Performance Management Of S Company Staff

Performance management is a system that integrates management activities and activities of enterprises and employees.Like most state-owned enterprises,the development of S company has been slow and even diminished in the environment of the increasingly fierce competition in the reform and opening up market.Traditional piecework performance is almost impossible to meet the needs of enterprise development and upgrading.It is a way for employees to improve performance and help enterprises achieve business goals in the direction of business needs.Performance management is an important method and crucial tool for enterprises to achieve strategic management.It enables managers to work in a coherent and effective way,so that the work of grass-roots employees is in the direction of achieving business objectives.In enterprise management,performance management is an important part recognized by the industry.As an important part of the enterprise,the grass-roots employees are the focus of human resource management in modern enterprises.Especially in the modern manufacturing enterprise,the realization of the core management goal of the enterprise depends on the staff of the grass-roots level.So how to do a good job in the management of grass-roots staff is the biggest challenge that the enterprise faces now.S company is a grass-roots electrical equipment manufacturing enterprise of State Grid Corporation of China.Like most state-owned enterprises,the development of S company has been slow and even diminished in the environment of the increasingly fierce competition in the reform and opening up market.The traditional piecework performance has been unable to meet the needs of the development and promotion of the enterprise.In order to solve the existing problems in performance management of S company staff,to improve the staff performance management system,to form adequate incentives for employees and provide effective management,to ensure sustainable development of human resources,to defuse the crisis in the electric power system reform challenges,S company needs to combine the power industry practice,optimize the use of performance evaluation of basic theory,explore and improve grass-roots employee performance management.According to their actual situation,in terms of the performance plan,performance counseling,performance appraisal performance feedback and performance application,it's time to construct a set of complete,targeted and operational performance management system,to find suitable methods of self development and to improve the effect of performance management.This essay mainly adopts literature analysis,case analysis and interview methods to collectdata,and extract the advantages and disadvantages of S company's grass-roots employees' performance management,in order to find out the root of the problem,and improve the performance system based on this.The core objective is to explore under the framework,in the small and medium-sized electrical equipment manufacturing enterprises,when the enterprise is in the growth stage,how to establish a scientific and effective performance management system according to the staff types and features,so as to help companies manage effectively,to help employees achieve personal efficiency,and to promote the sustainable development of enterprises.This essay compares and the common performance management tools,including target management,key performance indicators,360 degree assessment and balanced scorecard.The research process sets three parameters: small and medium-sized enterprises,electrical equipment manufacturing industry and grass-roots employees.The key is to study the performance management system of specific scale enterprises,specific industries,specific people and the correlation between the three.It hopes to find the better mode of performance management under these parameters,and maximize the role of grass-roots staff in enterprises,and put the role of talents in the largest and enhance the core competitiveness of enterprises.This study is mainly composed of three different parts.The first part mainly collects and analyzes the relevant documents collected,the second part is the analysis of the status of the research,and the third part is the countermeasures to improve it.In the first half of the article,the meaning of performance management is summarized and summarized,the role of effective performance management is put forward,and some commonly used methods at home and abroad are summarized.Then,it describes the existing problems in the process of S company's performance management at the grass-roots level,and analyzes the reasons for these problems according to the specific performance index system and the corresponding management process,so as to provide more reliable evidence for the improvement of the later performance management system.At present,the current situation of performance management is mostly based on performance appraisal,which often focuses on examination results but ignores the effect of assessment process on staff promotion and enterprise development.The innovation of this study is to focus on the performance management model of grass-roots staff,and to improve the production power of the grass-roots units as the goal.The purpose of this study is to promote the grass-roots staff to work together for themselves and organizations through the performance management process,to achieve personal and organizational goals,so as to promote the efficient operation and development of the enterprises.This study found that KPI+GS+KCI is a more suitable management combination of grass-roots staff.Of course,the appropriate adjustment of the application of performance assessment results can make the work direction andorganizational goals of the grass-roots staff better consistent.The performance salary system being an application of performance results,adding the organizational performance results to calculating grass-roots staff salary can connect the interests of staff with the interests of the enterprise.It is effective to promote the employees for their own organization and struggle together,to achieve personal and organizational goals.After a period of time,it is also necessary to add spiritual encouragement,to inspire employees to participate in the affairs of enterprises.Spiritual encouragement is to encourage employees and give employees support in mind.Expect the research of the paper can provide guidance and help for small and medium-sized electrical equipment manufacturing enterprises in the same stage of development.