Optimization Of Employee Performance Management Plan Of Qian’an H Casting Co.,Ltd

With the increasing competition in the iron and steel market,small and medium-sized private enterprises are facing unprecedented challenges.Human resources are the core resources of enterprises.Performance management plays a key role in enterprise management.Only by continuously improving the level of human resources performance management can private enterprises improve their comprehensive competitiveness.Qian’an H Foundry Co.,Ltd.has been attaching importance to the internal performance management for many years,and has experienced constant exploration in the development process,but the results are far from the expectation.Firstly,this thesis makes an in-depth study and analysis of the current situation of employee performance management in Qian’an H Foundry Co.,Ltd.through questionnaire survey,and finds that there are obvious problems in the performance management system,including: first,the internal objectives of the enterprised and the personnel responsibilities are not clear;second,the formulation of performance plans is not scientific;third,inadequate communication in the process of performance implementation;Fourth,performance appraisal is not standardized;Fifth,the lack of performance feedback;Sixth,performance appraisal is out of line with salary distribution;Seventh,employee complaint mechanism is not perfect.These problems have hindered the development of H company,and it is necessary to improve the original performance management system.Secondly,the thesis puts forward the improvement measures to the employee performance management plan of Qian’an H Foundry Co.,Ltd.including: perfecting the performance objectives and plans,decomposing the enterprise goals to employees in different position;secondly,putting forward the improvement scheme of performance appraisal-constructing the key performance indicators appraisal system;thirdly,make rational use of the results of performance appraisal,and link the performance appraisal with salary and job promotion.Fourth,improve the performance feedback mechanism and give full play to the role of performance interview.Finally,in order to ensure the smooth implementation of performance management,security measures have been put forword,including strenthening training,establishment ofan effective communication plan in the performance implementation process,the establishment of employee complaint procedures,choosing the proper change strategy and formulating targeted implementation measures.