Research On Performance Management Of Basic Staff Of Jiangsu HG Company

In the environment of economic globalization,information networking,and artificial intelligence,domestic textile manufacturers are facing severe operating conditions.Textile manufacturing is a labor-intensive industry.Textile manufacturing companies require a large number of grassroots employees.The performance management of grassroots employees is very important for the management of textile manufacturing companies.It is related to the stability of the grass-roots workforce,the improvement of the production enthusiasm of grassroots employees,and the stability of product quality,product innovation,and technology upgrading.How to stabilize the grassroots workforce and implement a scientific and effective grassroots employee performance management system is an important issue facing human resources management in textile manufacturing enterprises.Founded in 1998,Jiangsu HG Company is a large-scale foreign trade private enterprise specializing in the production of wool worsted fabrics.As a large-scale wool manufacturing company,Jiangsu HG Company has a large number of grassroots employees,accounting for69.8% of the total number of employees.The research on the performance management of grassroots employees in Jiangsu HG Company is of great significance to the company’s business development,and can also provide reference suggestions for the performance management of grassroots employees in similar enterprises.First of all,based on the theoretical research of performance management,this study investigates and analyzes the status quo of the performance management of the grassroots employees in Jiangsu HG.Second,it focuses on the problems and causes of the performance management of grassroots employees in Jiangsu HG.Finally,aiming at the performance management of Jiangsu HG Company,we put forward suggestions for improvement from the aspects of performance plan,performance coaching communication,performance appraisal,application of performance results,etc.,and put forward corresponding safeguard measures from the aspects of system,organization,staff training and culture.