What are the problems in performance management of state-owned enterprises? Is there any good solution?

The performance management of state-owned enterprises mainly has the following problems:

First, the setting of performance indicators is inaccurate. The performance indicators formulated by many enterprises can not point to the strategy, and the final assessment results have not reached the expected goals of enterprises. Managers often need to dynamically adjust performance indicators. For example, if an enterprise formulates an expansion strategy in the current period, then the performance appraisal indicators should be set around the expansion strategy; If the current strategy is stable development, then the indicators should be adjusted to the assessment indicators conducive to stable development. Each unit will have different performance appraisal indicators at different stages of development, so the ability of human resource managers is very demanding. This is a bottleneck at present.

Second, the information foundation of performance management is not good. At present, many enterprises think that qualitative assessment will be more objective when doing performance appraisal, and often hope to adopt quantitative assessment. With quantitative assessment, data extraction and collection will become the focus and difficulty of assessment. In this case, if the information management foundation is not good and solid, then the quantitative assessment will greatly increase the management cost of the enterprise, and sometimes the data collection is not timely and accurate, and the assessment result will even be a disaster.

Third, the results of performance appraisal are difficult to guarantee fairness and justice. For example, some units will use 360-degree evaluation tools in the performance appraisal at the end of the year, and human factors such as myopia effect, kindness and tight hands make it difficult to ensure fairness and justice in the appraisal results. For example, some leaders tend to score high when they see that everyone is fine; Some leaders feel that there is something wrong with everyone and they are always used to low marks.

Informatization is the most effective means to effectively solve various problems in the performance management of state-owned enterprises. Beijing Hongjing Century Software Co., Ltd., a professional human resources software manufacturer, believes that at this stage, the performance management of enterprises has broken through the simple assessment stage of "transferring performance pressure through performance appraisal and completing bonus distribution", crossed the stage of "decomposing strategic objectives at different levels based on enterprise strategy" and began to rise to the stage of "assisting work improvement and performance improvement, encouraging employees to continuously improve and finally achieving organizational strategic objectives". If the traditional manual management method is still used, the performance management of all employees is not only a time-consuming and labor-intensive project, but also a mere formality, which will backfire and lead to unfair assessment.