Research On The Optimization Of Employee Performance Management System In Functional Departments Of Z Company

In recent years,wine is more and more favored by consumers,and has gradually become a new trend of alcohol consumption.Due to the entry of imported wine,the competition in the industry has become increasingly fierce.With the introduction of the eight national regulations and the impact of the epidemic,the originally best-selling middle and high-end brands fell off the cliff.As the first industrial wine production enterprise in China,Z Company’s sales performance has been firmly in the leading position in the same industry.In order to adapt to the changes of the market environment,Z Company takes timely measures to adjust the brand strategy,promote digital transformation,and improve the company management and incentive mechanism to ensure the sustained and healthy development of the enterprise.This thesis takes the employees of the functional departments of Z company headquarters as the research object.First of all,it combs and studies the relevant theoretical knowledge of performance management and performance management tools,as well as the research results of performance management of relevant functional departments at home and abroad,which provides theoretical support for this study.Secondly,through the methods of questionnaire and interview,this thesis investigates the current situation of staff performance management in functional departments,analyzes and summarizes the existing problems and causes.Through the investigation,it is found that the existing problems are as follows:there are differences in employees’ understanding of the existing performance management system,which leads to the lack of implementation of the company system,and the lack of close combination between the performance index design of employees in functional departments and the company’s strategic objectives,which is not conducive to the realization of the company’s strategy.The performance management system is lack of feedback and guidance,the performance evaluation standards are not clear,and the application of evaluation results is not sufficient and timely,which is not conducive to employee performance improvement,and is not conducive to motivating employees to work.To analyze the causes of the problems,the leaders of the company did not pay enough attention to it,the human resources management level needs to be further improved,the high performance culture has not been formed in the company.In view of the problems and causes founded in the survey,this thesis optimizes as follows:1.First of all,improve the performance index system.Using the balanced scorecard,the strategic objectives of the company are docked with the key success factors,and the key performance index system of functional departments is designed.Then take the recruitment training attendance post of the Human Resources Department as an example to design the post key performance indicators.Combined with the general index and veto index of functional departments,the index system of staff of functional departments is designed.2.Each link of performance management is optimized.The performance feedback interview mechanism,appeal mechanism and improvement mechanism are established,and a complete,scientific and dynamic cycle system is established.3.Establish the system guarantee system related to performance management.4.The operation guarantee measures are put forward in the aspects of self-organization,culture,technology and so on.This thesis optimizes the performance management system of staffs in the functional department of Z Company headquarters and for the first time introduce the management tool BSC.It is hoped that by optimizing the scientific and perfect performance management system,we can better apply it to the management practice of Z company,stimulate the enthusiasm and improve the work efficiency,and decompose the strategic objectives into the daily work tasks of the staff,thus finally achieve the strategic objectives of the company.At the same time,I hope to improve the performance management level of the functional staff and the integrated management level of the functional departments,and to provide reference experience for the company’s other employees and other similar enterprises.