Research On Performance Management Improvement Of The MMI Planning ＆ Engineering Institute IX CO.,LTD.

In today’s competitive environment of market economy,the State advocates and implements the "mass entrepreneurship and innovation" policy,and small/medium-sized and micro start-ups have mushroomed and flourished.State owned enterprises also seek innovation and reform and carry out secondary entrepreneurship.Therefore,a large number of enterprises are in the period of rapid expansion or enterprise transformation.They need to follow up agile and effective enterprise management methods,combine them with the actual situation of enterprises according to local conditions,and seek a breakthrough in the market tide.Carry out system standardization,process reengineering and standardization,innovation and breakthrough of management concept,focus on the organic combination of human,financial,material and culture,and comprehensively improve the management and operation level of enterprises.In recent years,human resource management has gradually attracted the attention of Chinese enterprises and managed it as the core competitive resource of enterprises.How to tap the potential of talents,give full play to their subjective initiative,encourage talents to innovate and make breakthroughs,lead talents to carry out technological and management innovation,and promote the rapid development of enterprises has become the focus of enterprise human resource management.Creating and introducing advanced and practical management methods has become the core task of human resource managers in Chinese enterprises.Objectives and key results（OKR）is a set of human resource management tools and methods.It is used to clearly design,describe and track objectives and their completion within the enterprise.It was invented by Andy Grove,the founder of Intel,and introduced to Google by John Doerr.In 1999,OKR was promoted in Google and widely used in Facebook,linked in and other advanced well-known enterprises.OKR was first introduced into China around 2014.After 2015,Baidu,Huawei and other enterprises have gradually used,studied,promoted and implemented OKR.The main purpose of OKR management tool is to clarify the "objectives" of the enterprise and the team to which the enterprise belongs,as well as the measurable and measurable "key results" achieved by each goal he sets.OKR is defined in the industry as an important thinking framework,a continuously developing discipline restraint tool,and a set of management tools aimed at ensuring that the organizational team and employees work together and focus on making measurable performance results.Based on the advanced theory and practical experience of OKR at home and abroad,this paper deeply introduces and studies the basic theory of OKR.To study the historical origin of OKR,only by understanding the historical origin and fundamental context of OKR,can we master the deep-seated management thinking and essence of this set of tools,and grasp its use technology and mechanism,so as to better apply it.After in-depth analysis of advanced theories and classic practice achievements at home and abroad,compared with other classic management theories,OKR has been introduced into China for a relatively short time,and the research and reference of its theory are relatively important.This paper makes a comprehensive inventory of the current situation of the performance system management of the MMI Planning ＆ Engineering Institute IX CO.,LTD.（hereinafter referred to as the Ninth Institute）of machinery industry,and analyzes what problems the Ninth Institute has in the performance management: the performance evaluation objectives are not clear enough;The form of performance appraisal is too single;Performance appraisal does not give full play to its value.It also analyzes the real causes of these problems,defines the performance management problems to be solved,and gives the basic ideas to solve the performance management problems existing in the Ninth Hospital:reform the performance system and introduce the performance management methods suitable for the Ninth Hospital;Improve the performance appraisal system;Strengthen the publicity of the performance management culture of the Ninth Institute and improve the value of performance evaluation.SWOT analysis method is used to analyze the necessity,feasibility and consistency of introducing OKR performance management into the performance management system of the Ninth Institute,and to analyze the role of improving the management level of the performance management system of the Ninth Institute and the incentive role of the staff of the Ninth Institute.Describe the contents and methods of OKR management introduction,and introduce in detail the department objectives,employee objectives,evaluation standards,evaluation methods and other contents in the process of OKR implementation.This paper expounds the five key points of OKR introduction and the key problems to ensure the smooth implementation of OKR management in the process of product introduction.Describe the significance and expected effect of introducing OKR management into the performance management system of the Ninth Institute,clarify the management guarantee to achieve this effect,and finally get the required human and organizational support content to ensure the success of OKR introduction.