Research On Performance Management Of G Financing Guarantee Company Based On OKR

With the rapid development of the global economy and the increasingly fierce market competition,enterprises need to comply with the trend of the times and be brave in innovation.In recent years,more and more enterprises have placed greater emphasis on human resource management work.How to innovate and optimize performance management has become the key for enterprises to maintain competitiveness and maintain good development.After years of development,China’s financing guarantee industry has made great progress,effectively alleviating the problem of expensive and difficult financing for small and medium-sized enterprises,and strongly supporting the development of China’s real economy.However,due to the adjustment of national and local industrial structure and strategic transformation in recent years,the government has continuously increased its supervision of guarantee institutions,and banks have brought huge industry competition pressure to financing guarantee institutions in order to increase profits and reduce their own risks.Therefore,strengthening enterprise management is imperative,and performance management,as an important component of enterprise management,cannot be ignored.At present,the performance management level of the domestic financing guarantee industry is still in a stage where financial indicators are commonly used as performance evaluation content,making it difficult to adapt to the development needs of market competition and strategic transformation.In recent years,domestic and foreign researchers have conducted varying degrees of research on performance management systems,especially the OKR theory,which has attracted widespread attention in the industry.This theory has gradually been applied to the study of enterprise performance management systems and has been effectively validated in practical applications.Nowadays,OKR is recognized by the industry as a good performance management tool,which compensates for the singularity of traditional performance management tools.G Financing Guarantee Company in S City,Guangdong Province(hereinafter referred to as "G Financing Guarantee Company")is an enterprise that provides credit enhancement services for the development of local small and micro enterprises.Its traditional business mainly revolves around service-oriented small and micro enterprises in the province,with a single business structure and product type.Its business sources are mainly from the government and banks,and its business products focus on services,light marketing,and no innovation.Therefore,this article will use OKR as a tool to select G Financing Guarantee Company(hereinafter referred to as "G Financing Guarantee Company")in S City,Guangdong Province as the research object,and conduct a comprehensive and in-depth study of the problems existing in the company’s performance management.The main problems are the gradual decrease in employee recognition of the performance appraisal system,inaccurate matching of performance appraisal goals,inadequate performance monitoring implementation,and inaccurate performance evaluation results.The main reasons for the above problems are: 1.The performance plan is not clear and deeply rooted in people’s hearts,the coaching and communication during the performance implementation process are not indepth,the setting of performance evaluation indicators and evaluation cycles are unreasonable,and the performance feedback lacks planning.On this basis,the feasibility and necessity of introducing OKR as a performance management tool were analyzed,and G financing guarantee company’s performance management principles based on OKR were summarized,including goal focus and matching,full communication and full participation,openness and transparency,and regular tracking.The performance improvement goals were to optimize the plan formulation process and match strategic goals,improve performance coaching and communication mechanisms Improve the assessment process and strengthen performance improvement and application.The specific content of performance improvement includes performance planning,performance implementation,performance evaluation,and performance feedback links.The main steps for improving performance and subsequent safeguard measures are to establish a scientific performance management concept,establish a performance management organization,improve performance communication and feedback mechanisms,strengthen promotion and training of performance management,and smooth channels for performance assessment appeals.