| State-owned enterprise is an important pillar in our country,which plays a very important role in maintaining the stable development of the country and ensuring peoples daily life.State-owned enterprises play an increasingly important role in implementing industrial policies,promoting structural adjustment,guiding transformation and upgrading,regulating economic order,safeguarding economic security and maintaining overall stability,etc.,and showing an irreplaceable trend.Performance management is the core of human resource management in modern enterprises.If it can be used reasonably,it can not only effectively improve the efficiency of employees and tap their potential,but also promote the sustainable development of enterprises.Performance management plays an important role in balancing employee’s personal goals with the enterprise’s strategic objectives,achieving both individual career development and enterprise’s goal realization.For a long time,SOEs face many problems,such as low employee motivation,low enterprise efficiency and low core competence.Although most SOEs are trying to transform themselves internally,trying to change their predicament by using scientifically advanced performance management methods,the path of upgrading is full of obstacles and results are not as good as expected,and there are not enough half-baked cases.The problems of performance management in state-owned enterprises still exist.This paper discusses the research results of performance system home and abroad,combined with the actual development and management problems of Investment Management Department of Zhoushan Marine Investment Company,The project manager of Investment Management Department of Zhoushan Marine Investment Co.,Ltd.is taken as the object of study,and the application of questionnaire and field interview method is made through the methods of questionnaire investigation and field interview,This paper analyzes the problems existing in the existing performance appraisal system of Zhoushan Marine Investment Company,such as the unreasonableness of the formulation of the performance appraisal plan,the design of the evaluation index,the unreasonable distribution of the weight of the indicators,the lack of the corresponding guarantee for the implementation of the performance and the unreasonable feedback of the performance,and so on.On the basis of the balanced scorecard method and expert scoring method,the paper puts forward the optimization of specific indicators and weight allocation from four aspects: finance,customer,internal process,learning and growth,etc,It also puts forward some relative measures and suggestions such as reasonable performance appraisal plan,strengthening performance implementation guarantee and establishing corresponding feedback mechanism and other relevant safeguard measures. |
