Research On Performance Management System Of Project Team In N Communication Design Company

In the new era of social development,communication design companies have broad development space.However,they are also facing pressures and challenges from various aspects.Therefore,it is necessary to enhance the core competitiveness of enterprises and increase their performance.In this process,a professional team with strong cohesion,high quality and high loyalty has become the key for the enterprise to achieve its strategic goals.Based on this,this paper takes n communication design company as the research object,takes the construction of project team performance management system as the specific research content,and carries out relevant research.the purpose is to promote the whole life of team performance management level,realize management objectives,and provide powerful development guarantee for enterprises.In the process of carrying out specific research work,firstly,relevant research information and data are obtained through questionnaires,interviews and the like,and then performance management status quo summary and problem analysis are carried out on the basis of the data.Next,performance evaluation embodiment is established in combination with new public service concepts,enterprise status quo,development needs and the like,and evaluation system establishment is optimized and improved by using tools such as target management,KPI,balanced scorecard,360-degree evaluation and the like,so as to realize dynamic,normative,professional and targeted performance management.The key problems to be solved in this process are how to combine performance management with other work to reflect coordination,how to reasonably set performance evaluation indicators,and how to effectively use performance evaluation results.Through practical research,the results show that as a high-end technology enterprise,the project team performance management and individual performance management are closely linked,and the consistency of the objectives between the two should be maintained,and the full participation of performance management should be emphasized.The original single mode of focusing on performance result evaluation should be changed to reflect process tracking and service,and the project team performance management should be monitored and reviewed to enhance rationality and protect the rights and interests of all parties.In addition,the project team performance management needs to strengthen investment,improve the quality of staff,establish a scientific organizational structure,clear powers and responsibilities,and have evidence to rely on,so as to enhance the value of performance management.