Research On The Organizational Performance Management System Of Heilongjiang Post Company

The reform of China's postal and Telecommunications franchising system has promoted the comprehensive adjustment of the scope of postal business and the management sovereignty.With the comprehensive integration of information management,entity business operation and capital flow in postal enterprises,it further promotes the transformation and development strategy of "one body,two wings",improves the modern management level of postal enterprises,and makes the construction of a series of performance evaluation systems related to postal business become an improvement in China.The core content of the development of postal enterprises.Heilongjiang Postal Company is a large state-owned enterprise which integrates traditional postal service and financial service.Under the system reform of Heilongjiang Post and Telecommunications Branch,Heilongjiang Post Company has made great progress,which is embodied in establishing performance evaluation system,participating in market competition and promoting the detailed management of business branches in an all-round way.However,due to the limited degree of transformation,development and upgrading of Heilongjiang Postal Company,the continuity of traditional planned economy caused by the incomplete reform,and the weak construction of performance evaluation system,these problems have limited the rational play of its organizational performance,and even limited Heilongjiang Postal Company.Key elements for long-term development and stable operation.Based on the above problems,this paper takes Heilongjiang Post Company as an example in the process of research.Based on the relevant theories of organizational performance development and its current organizational structure and organizational performance management status as a starting point,this paper explains the main problems affecting organizational performance management of Heilongjiang Post Company from the aspects of performance planning,performance evaluation,communication feedback and incentive design,and from the lack of strategic performance evaluation.The main reasons that affect the improvement of organizational performance are unscientific design of assessment indicators,lack of direct responsibility and low participation,andbackward management means and management ideas.In view of the above limitations and weaknesses,in the following study,starting from the basic idea of optimizing the construction of Heilongjiang Post Company's organizational performance system,this paper annotates and plans the methods and tools of performance management,the design of performance management system and the design of system process,in order to improve Heilongjiang Post Company.Organizational performance should be coordinated and systematically constructed.On this basis,this paper evaluates the framework and system of the above-mentioned organizational performance design,and gives feedback and adjustment to its implementation effect,aiming at improving the organizational performance management level of Heilongjiang Post Company in an all-round way,and achieving a steady improvement of its comprehensive management level.