Research On Performance Management Of Grass-roots Staff Of China Unicom J Company

With the continuous improvement of global scientific and technological level,Internet information technology has attracted people's attention and become an important way for people to communicate.Following the popularity of Internet 4G era,5G in China is at the initial stage.China Unicom will carry out pilot operation in 12 provinces and cities this year.In March this year,China Unicom launched eSIM's No.1 dual terminal system in Guangzhou,Shanghai and other first-tier cities ahead of schedule.Unicom users will get rid of the single use of mobile phones and can use intelligent Internet in more than two places.This is an important breakthrough in the single carrier of the Internet.China Unicom is the largest Internet platform in modern operation,but its user usage is inferior to China Mobile and China Telecom,which is a major issue worth pondering.As one of the important management forms of modern enterprises,human resources management covers all aspects,among which performance management is the key link of human resources management,and it is of great significance to the development of enterprise employees.China Unicom's income mainly comes from the business development of grass-roots employees.However,China Unicom lacks in human resources management of grass-roots employees,especially in performance management,which needs to be reformed urgently.Therefore,in order to mobilize the enthusiasm of grass-roots employees and improve their efficiency,we should first start with performance management,rectify and optimize,formulate an effective reward and punishment system,and fairly and impartially evaluate the promotion of grass-roots employees.This is an important direction that China Unicom needs to plan now.Firstly,this paper summarizes the relevant theories of performance management,performance management system and performance management methods.Among them,performance management introduces the meaning,function and significance,performance management system introduces the basic principles,basic characteristics and its composition and function,and performance management methods introduce two methods: key performance indicators KPI and balanced scorecard.Secondly,it analyses the current situation of performance management of grass-roots employees of China Unicom J Company,including the introduction of China Unicom J Company,the current situation of performance management of grass-roots employees and the investigation of performance management.Through the investigation,the problems of performance management of grass-roots employees in China Unicom J Company are found.There are five main problems,such as unreasonable selection of performance indicators and methods,incorrect target orientation of performance management,lack of effective basis for communication mechanism and practical application,and vague concept of performance evaluation.Secondly,according to the emergence of the problem,it puts forward the optimization of performance management mechanism and performance management communication,from the clear objectives of performance management,implementation and evaluation of the implementation of comprehensive optimization and upgrading of performance management.Finally,from five aspects: strengthening the organizational leadership guarantee system,improving the system guarantee of performance management,strengthening the support and cooperation of management and strengthening the propaganda work of performance management,this paper puts forward the safeguard measures for the implementation of performance management of grass-roots employees of China Unicom J Company.