Research On Optimization Of A Companys Performance Management System

At present,"the Internet Plus" era has arrived."Internet of everything" has gradually penetrated into our work and life.At the same time,the Internet industry companies develop so rapidly that they undoubtedly brought a great impact on the traditional telecom operators.With the continuous deepening of the competition stage,the competition has been involved in marketing,service,management,talent,new technology,new business applications and other aspects.The competition has been upgraded to an all-round,three-dimensional,cross-border competition.Of course,challenges and opportunities coexist.How to complete the transformation quickly and efficiently is the top priority of traditional telecom operators.In this new normal of competition,"people" as the core competitiveness will inevitably cause strong concern.Performance management,as the core of human resource management,provides a way for enterprise managers to decompose organizational goals into employees so that they can explain to employees the expectations of management on employees' daily work and the measurement standards of their work.However,the company's strategic objectives should adapt to the change of the new era,and the performance management system of traditional operators is bound to have some defects and deficiencies.In order to effectively serve and support the realization of company's strategy and business development,this study attempts to conduct quantitative research on the performance management system of company A in order to find out problems and solutions,and establish a set of more scientific and perfect enterprise performance management system.Through a variety of methods,such as investigation and analysis,we found out that A company performance management system has many problems of six aspects such as "simply equate performance management with performance appraisal"," performance management is disconnected from corporate strategy,and the design of key performance indicators is not scientific","performance appraisal criteria are unclear","performance communication,feedback,counseling are inadequate"," the incentives for performance appraisal results is insufficient","the future and development of staffs are not fully focused on".The reasons for the defects in the current system were analyzed and optimization measures were proposed.First,they should employ a strategy-goal oriented performance management and optimize the key performance indicators system.Second,they should make the performance evaluationcriteria clear and improve the evaluation system.Third,attaching importance to the implementation of performance feedback and guidance is needed.Fourth,they should optimize incentives based on performance evaluation results.Fifth,they should focus on the future and development of the employee.On the one hand,performance management makes employees feel the consistency between the enterprise development and their own development goals,and complete the work actively and efficiently.On the other hand,it can create more values for the development of enterprises and achieve the real purpose of performance management.