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Plan Designing and Implement of Performance Management System in CHINA NETCOM Jilin Branch

Author: ZhuJun
Tutor: ChenShouDong
School: Jilin University
Course: Business Administration
Keywords: Performance Management KPI Balanced Scorecard
CLC: F626
Type: Master's thesis
Year: 2005
Downloads: 400
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Abstract

With the competitive environment of the enterprises fiercely day by day, talents have been the focus which enterprises fight for. It is necessary for enterprises to mention human resources management in the position of strategy to consider. No matter in terms of organizing, the administrator or the staff, performance management can all help enterprises to solve a lot of problems difficult to solve in the past , and can bring a lot of advantages to enterprise and the staff . The function of performance management lies in turning the strategic objectives into the performance index that can be measured. The performance index can be resolved from organization, department and individuals, and be implemented through the operational management. The end, from top to bottom, the behavior, task, achievement of all staff are supporting the business strategy, realizing the business strategy and guaranteeing the business strategy. Performance management is an intact system. The course of performance management is usually regarded as a circulation. The cycle of circulation can be divided into 4 steps usually, namely performance plan, performance implement and management, performance assessing and performance feed backing. There are a lot of tools of performance management, each with particular emphasis, each have pluses and minuses too, suitable for different respects. 1. KPI namely Key performance indicator is made around strategy which is a form of quantization of the strategy. It is that a kind of performance check system, which takes enterprise’s key parameter out, resolve enterprise’s strategic objectives into performance goals that, can be operated, as the foundation of the performance management. It requires the whole company regards this set of indexes system as the unified language, regard it as and consult no matter predict or summarize, thus guarantee the enterprise’s final goal. KPI has well solved performance management and match of business strategy. It is the key for performance management to set up clear feasible KPI system. Confirm the key performance index should follow SMART principle. 2. Balanced Score card which is abbreviated as BSC is one of the important tools of performance management. It is a set of the score card which appraises the performance of the company’s strategy comprehensively from financial and non financial factors. It weighs enterprises from the financial affairs, customer satisfaction, inside procedure, studying and innovating. Every one links three contents including basic mission, goal and examining yardstick, thus form a comprehensive performance appraisal system. It with strategy and instead of control for core, make administrator surmounts traditional idea, thus make decision and solve the problem better. 3. 360 degree appraise is from the person having close relations with person appraised to examine omni-directionally from all angles, including higher authorities, colleague, subordinate and customer, differentiate the anonymity and appraise to the person appraised. Person appraised oneself is appraised to oneself too. Then, by professional personnel according to relevant personnel’s appraisal on the person appraised, compare with the self-appraisal of the person appraised, feedback the person appraised, in order to help the person appraised to improve his ability and achievement. In addition, communicating will run through the whole course in performance management, need going on constantly. This text on the basis of the theory of performance management analyses the problems of Jilin Branch Company of Communication and put forward the new scheme of performance management. The current situation in performance of Jilin Branch Company of Communication as follows: 1. There is no systematic performance management at present, some are only the performance correlated with salary t; 2. The index resolves the pertinence of lacking; 3. Lack essential training in performance management; 4. Lack course that the performance feedbacks; 5. The responsibilities of the performance management are unclear; 6. The results of performance management disconnecting with salary and encourage. In order to make Jilin Branch Company of Communication adapt to the change of the external environment, change the present performance situation, combine the institutional framework; we have designed the new performance management system. The purpose is to solve the subject matter existing in performance management at present and make performance management play the role of due encouragement, excite staff’s enthusiasm and creativity, attract and retain staff, strengthen the competitiveness of enterprise. The design of performance management’s system of Jilin Branch Company of Communication, use the theory of score card, key performance index. Human resource management and strategy are related in the design, examining the index from institutional framework, performance appraisal and check index. 1. The branch company set up four lines according to market line, network transport line, comprehensive line and complement line. Business strategy is divided into four elements of performance management according to balance card including financial affairs, inside managing type, customer and studying the growing up type. Financial appraise index include the annual total profit, manage business income, total assets rate of returns, revenue and expenditure coefficient mainly, income EBITDA rate, user owe rate, fund turn over the accomplishment ratio; Inside managing type index include network resource effective rate of utilization, communication business indicator, engineering construction manage index, charge account manage index, overall labor productivity, every management systems carry out the index; The customer’s appraising type index include occupation rate of market, customer satisfaction, unit income; Studying and growing up type index include training rate, key staff loss rate.

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