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As a crucial part in human resource management, performance management is playing an increasingly important part in the development of a company. Performance management, which centers on KPI, successfully transmits the pressure downward by breaking big goals into small ones. Executive ability is increased and management is optimized through performance planning, performance communication, performance evaluation, which will lead to the realization of company’s objective. With a decade development, A is faced with such problems as adjusting product structure and improving internal management. The original performance management measures already can not adapt to the rapid development of the company so it’s very necessary to set up a new performance system.Based on consulting and learning Contemporary Performance Management theory and methods, with the combination of A’s actual requirements, by interviewing to investigate A’s Performance Management existed main issues, which including not fully been understood, lack of scientific performance indicators, communication, training and unreasonable assessment period, etc.. Against existed problems, should execute some scientific ways, such as Expert Advise Application, Benchmarking Method, Business process analysis, combined with A’s current Performance Management issues and future development plans, to re-build A’s Performance Management System. The new constructed Performance Management System follows the principle that performance plans should match company’s strategic goals, Performance Management based on improving performance, emphasizing scientific and simple assessment indicators, underlining mutual communication during the implementation, full participation, standardize the performance plan, including quantized performance indicators’definition, assessment index weighing and scoring basement should have sufficient scientific evidence; In the phrase of implementation, not only to ensure the data reliability, but also continuous communication and training, to make sure all staffs’recognition and carry out smoothly; In the phrase of evaluation, should be open and transparent, reliable and true results, assessment methods using a combination of quantitative and qualitative, assure the feasible and effective assessment results, and link the result between performance bonuses and staffs’development. In order to ensure the new Performance Management System to be implemented smoothly, the author also advise some implementation rules and the problems which should be paid attention to, mainly including Senior Management fully recognize to promote new Performance Management System, establish the appropriate Payment distribution mechanism, improve position analysis, set up Enterprise Performance Management training institution and create a fair & equitable corporate culture and so on.
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