1、1Shanghai FLVCO Electrical Appliance Co., Ltd. application and performance managementAbstract. With the advent of economic globalization and the information age increasingly competitive market, facing tough competition in the market, an enterprise in order to gain competitive advantages, to survive
2、and develop, we must continue to improve its overall efficiency and performance. Practice has proved an effective way to improve performance is a performance management. Keyword: performance, assessment methods, utilize Given the importance and the Flying Branch Electric Company performance manageme
3、nt performance management problems and deficiencies, this paper from the basic theory of performance management, combined with the practical Flying Branch Electric Company, to analyze its current situation of human resource management and performance management and diagnosis, on this basis, to explo
4、re how to apply theory to guide the use of performance management performance management system. This paper is divided into four parts: The first part is the performance management system design. The second part describes 2the now popular social performance assessment of a variety of methods to anal
5、yze its human resource management and performance management situation. The third part is a combination of actual flying Branch Electric Company introduces different types of assessment. The fourth part of the Flying Branch Electric Company performance appraisal results in the use and application of
6、 their own personal development plans. 1Introduction Flying Branch Group, founded in 1999, is a professional shavers and small appliances R Assistant Manager RMB 8000 / month department manager: RMB5000 / month; department deputy: RMB 4000 / month:; ordinary employees RMB 3,000 / month (B)Subsidies:
7、 1, job subsidies, general manager of BMB600 / month, deputy general manager of BMB 400 / month, the department manager BMB 200 / month, department deputy BMB 100 / month. 2, communication subsidies: the company opened a virtual 9network for employees, virtual network access fee and monthly fee by t
8、he company responsible for the implementation on the basis of a separate series of communications management subsidies, payment standards: General Manager BMB 400 / month, Deputy General Manager BMB 250 / month, the department manager BMB 150 / month, department deputy BMB 100 / month. (C) Bonus: a
9、bonus in the form of performance appraisal award, in late June 2005 and December for all management staff performance appraisal system according to the semi-annual and annual performance appraisal, according to the assessment results.Ltd. on FLYCO razor manufacturing management personnel remuneratio
10、n, the prize is divided into performance appraisal award, in fact, did not distinguish the difference between Flying Branch performance pay bonuses and benefits, performance appraisal award is based on the assessment results management issued. 3.3 Performance evaluation results in the use of persona
11、l development plans In my case, I was on the FLYCO Group Branch FLYCO razor Manufacturing Co., Ltd., a cashier, I went to this company as a cashier for nearly a years time, in this year, the main responsibilities of the job are the wages paid to employees, 10management and daily cash reimbursement t
12、o help financial managers to do some trivial things. In my job, Im inquisitive, whatever helps managers to do some things in their daily work, can be trained to do their own work, and can be a good leader to complete the task assigned to me, which I developed personal development plans in the follow
13、ing. The ultimate aim is to enhance the performance appraisal of staff performance, thereby enhancing the overall performance of the enterprise. So, personal development plan is the work performance of employees and the ability to work in a certain period completed improvement and enhancement of the
14、 system plan. It is an extension directly from the performance appraisal out, practical and effective performance improvement program consisting of a series of tables. In my own case above, according to the problem reflected in the assessment, and help supervisors develop their own performance improvement plan, although I am very diligent, but because of lack of experience, or did not get the job done best, prone to some small errors, exposing some of their own problems. To solve these problems, and help the next supervisor eventually developed a plan for personal development . 4. Summary