| Human resource management is a key subsystem of modern enterprise internal management,and performance management is the core content of human resource management.Its scientific nature and effectiveness in promoting industrial development have been widely recognized by enterprises from all over the world.As an important management tool for enterprises,performance management has developed from a traditional performance evaluation tool to a systematic,scientific and efficient strategic performance management system after long-term development.The Purchasing Department of FAW-Volkswagen Co.,Ltd.established a performance management system early on,and formulated a performance management system and related processes that are compatible with it,and achieved certain results in the process of performance management practice.However,with the development of the enterprise,the original performance management system and process are no longer suitable for the actual production and operation conditions of the enterprise,resulting in a series of problems.For example,performance appraisal is mere formality and fails to bring into play the effect of performance management;the content of the appraisal is unreasonable,and the evaluation criteria of the appraisal results are not detailed;the performance communication is lacking;the incentive effect of the application of performance results is not obvious.After analysis,the above problems are caused by unreasonable formulation of performance indicators,lack of organization and system guarantee for performance appraisal,resulting in unobjective appraisal results,unsmooth communication and feedback channels,imperfect performance management system,and imperfect application scope and strength of performance appraisal results.and other reasons.Purchasing department is the person who performs management functions,directs or coordinates other people to complete specific tasks in the organization,and its work performance is very important to the company’s business development.The focus of this paper is to study and solve the problems in the performance management process of the purchasing department.The paper conducts an in-depth analysis of the performance management status of the purchasing department of FAW-Volkswagen Co.,Ltd.,focusing on the analysis of the current performance management status of the company’s purchasing department and sorting out its existing problems,researching the root causes of the problems,and improving the performance management plan of the purchasing department according to the causes of the problems.The first is to clarify the responsible department for formulating the plan,carry out the performance plan formulation work in combination with the actual situation,and set the performance indicators scientifically and reasonably.The second is to carry out performance management according to the formulated plan and give corresponding guidance to the implementation subject at the same time.The third is that performance evaluation,as a key part of performance management,should clarify the evaluation content,evaluation content,evaluation cycle,evaluation group,evaluation unit,evaluation process,evaluation standards,classification rules,and the form of evaluation results.Fourth,feedback and apply the performance evaluation results in a timely manner to help employees identify deficiencies and formulate improvement measures.The evaluation results are applied to salary,promotion,job adjustment,training,etc.according to the plan.The fifth is to build corresponding cultural guarantee,organizational guarantee,training guarantee and other guarantee systems to ensure the smooth progress and effectiveness of the performance management plan of the company’s purchasing department.Improve the management level of the company’s purchasing department through an efficient performance management system,laying a good foundation for the realization of the overall strategic goal. |
