Improvement Of Performance Management System Of Sichuan JC Company

With the globalization of the economy,Chinese enterprises are facing the problem of transformation,which is both an opportunity and a challenge.In order to cope with the difficulties of transformation and to support the development strategy of enterprises,the internal management of enterprises also faces transformation and optimization.Human resource management is an important management activity based on corporate strategy,and performance evaluation is the basis for human resource management decision-making.Performance assessment is not only an assessment of the past work ability of employees and departments,but also a promotion standard for employees’ career development.At present,Chinese-style performance appraisal has the characteristics of inconsistent performance appraisal goals and strategic goals,and the disconnection of performance management and corporate strategy,which leads to the problems of quick success,single appraisal methods,lack of systematic appraisal,and a decline in employee fairness in most Chinese enterprises.Solving the problems of how to establish a scientific and effective performance management system and to help employees improving performance have important strategic significance.This dissertation use the JC company as the research object and diagnose the existing problems of the company’s current performance management system based on performance evaluation and other theories using the interview method.Aiming at the found problems,this dissertation will optimize the performance evaluation system of JC company,and propose the implementation of guarantee measures for the performance evaluation system and so to achieve the purpose of establishing and improving the performance system.First,through analyzation of the basic profile of the current JC company’s performance management system,and using interviews to investigate the different levels of personnel from five aspects: performance evaluation indicators,performance evaluation process,performance evaluation,dispute handling,performance evaluation rules,and performance evaluation supporting system,this dissertation found that JC had major problems such as single content of enterprise performance assessment,unsound assessment indicators,lack of credibility of assessment results,performance assessment in form,poor operability of assessment methods,high assessment cost,and lack of feedback mechanism for performance results.Second,according to the found problems,the design is optimized from four aspects: performance index system,performance evaluation system,performance execution process,and performance results.To construct performance evaluation indicators by using strategic maps,task distribution matrices,fishbone diagrams and other methods;To improve the performance evaluation system from the content of the evaluation main body,evaluation method,evaluation cycle,implementation process,and calculation evaluation results.To control the evaluation errors generated during the execution of the performance plan through the process communication,information collection and collation,data statistics and analysis,performance management training,etc.The assessment results will be used in the selection and deployment of human resources management personnel,training and development,and salary adjustment.At last,to improve the operability,achievability,and rationality of the performance management system by constructing a performance management system,performance appraisal culture,and overall performance management system evaluation system.