Perance-management-of-enterprise.doc

Performance management of enterpriseAbstract: This paper began to realistic problems will exist from elaborated the enterprise performance management, find the successful implementation and effective thinking of the key method of performance management, help enterprises from consciousness, specific measures, set up the enterprise performance management system, make enterprise easy to implement performance management.Key words: enterprise management; organic management; performance cultureWith the economic globalization and the advent of the information age, enterprises all over the world are faced with increasingly fierce competition in domestic and international market, in order to improve their competitive ability and adaptability, many enterprises improve productivity and improve organizational performance in an effective way in the exploration, our enterprise will inevitably suffer from the baptism of the market economy, quietly. With the internationalization of the at the same time, emerge in an endless stream of modern management theory, there are also many companies hired well-known consulting company to guide enterprises. But so far, these modern management tools and methods for the development of Chinas enterprises to promote the role played far did not reach the expected goal. Investigate its reason, besides the divorced from the actual situation of domestic enterprises in the advanced management activities become a mere formality, copy mechanically use related management methods also result in inefficiency in the operation.At present, the performance management system of construction enterprises in our country is still at the primary stage, there are many practical problems, affects the use performance management.In 1, our country enterprise performance management problemsSince twentieth Century, at the beginning of the 90s performance management was introduced to China, although some enterprises begin to implement performance management, but looked from the practice result, the domestic enterprise performance is not a smooth road. Overall, the performance management is a new field in the management of enterprises in China, the vast majority of enterprises in the understanding of performance management only know, performance management is a concept, and grasp the concept of a small minority of human resource management and advance the concept of people, even on the performance management has been more in-depth understanding, but because it has neglected the management foundation of performance management is required, also causes the implementation effect, either form, we can cope with, form, fill in the machinery to deal with tasks, or simply return to the old road, or egalitarianism, or mess. Thus appeared the performance management in the domestic The climate does not suit one. situation.In enterprise performance management, mainly has following several aspects: 1) simple misunderstanding - instead of performance appraisal of performance managementFirst of all, understanding the difference between performance appraisal and performance management in the concept. Performance appraisal is also known as the performance appraisal, refers to the performance of the employee in a certain period or cycle of the work results and work behavior, for assessment of the staff at a certain stage of the actual job performance through some methods to reaction. Performance management usually includes performance indicators and goal setting and communication, performance tracking and monitoring, performance assessment, performance feedback and the application of the results.Secondly, technically speaking, the purpose of performance appraisal is to objectively reflect the real actual work of the staff performance, and performance management is designed to provide the organization or team performance by improving employee performance level, to provide the necessary basis for the management and development of human resources of enterprises, the employees and the organization of short term and long term strategy target.Finally, performance management is the core and management activities, for the enterprise to realize the strategic target of the role play a decisive role, simple performance appraisal has great limitations, mainly as follows: the unfairness and evaluation of performance appraisal form, simplicity, performance appraisal index set partial reason, performance appraisal the just passable.2) existing in the performance management problems in the implementation processPerformance targets are not unified caused differences between enterprises and departments for direction, measures, which led directly to the department performance management system of reasonable suspicion, in behavior that appears on the performance evaluation of non cooperation. When each department only emphasizes the departmentalism department goals, ignoring the overall company in the target system under the leading role, it will inevitably lead to individual departments and the responsibility are fuzzy, reflected in the absence of a target system. To solve the problem is to set clear goals, the departments and personal goal enterprise strategic objectives in the framework, with the target set, quantitative of their respective responsibilities, to define clearly the purpose of responsibilities, and formed the goal as the center of self management, self motivation and management mode.Evaluation subject, performance management is a concept and philosophical transformation of enterprises, its implementation requires top management enterprises continue to drop support and actively advocated, and middle management as the subject of examination to actively participate in, and all the leaders and managers of most enterprises consensus is: performance management the work of the human resource department, other staff or department is only to provide assistance. Which leads to the performance management to the table, formalization, it seemed that the final performance management at parties, has morphed into a withholding bonus, dissidents tool.Performance communication. Enterprise performance management is on the lower level between goal setting and performanceA problem and the ongoing two-way communication. In this process, managers and the managed the performance targets set from the beginning, has been to the final performance in return, must maintain continuous communication, any single negative decisions will affect the effective performance management, performance management system to reduce the effectiveness of play. But the reality is often lose ongoing communication between manager and employee, just appraisal form of dance.Art implementation evaluation. Perform