Strategic Performance Management of State-owned Enterprises

[Abstract] Performance management is the process of restructuring state-owned enterprises restructuring and the focus. This article discusses the state-owned enterprises need to take a strategic performance management, discusses the strategic performance appraisal program design and implementation.

[Keywords:] state-owned enterprises Strategic Performance Measurement Strategic performance management program

Performance management is a very important strategic management an integral part of performance management ideas and methods around the world are being used by the many companies, but also more and more attention to the state-owned entrepreneurs. Performance management is of Chinese enterprises foster the competitiveness of the most important world-class management system system, establish, implement and continuously improve enterprise performance management system be put in front of every business leader of one of the most urgent tasks.

First, performance management, restructuring state-owned enterprises restructuring and the focus of the course
So far, the state-owned enterprises restructuring and the restructuring is still the focus. This is the state-owned enterprises in the reform process must go through stages of development. But whether the government or the leaders of these enterprises should not think after reorganization and restructuring, the implementation of reasonable structure for corporate governance, corporate performance will naturally improve. many examples of state-owned enterprises to complete the reorganization, restructuring, or even the city, but the benefits still get out. One of the important reasons for the management of these enterprises there has been no big improvement. Therefore, based on strategic performance management should be said that after adjusting the focus of state-owned enterprises. relatively speaking, but private enterprise performance management faster and better. experienced 80 years of the 20th century, in particular, 90 years of the 20th century the rapid development of successful private enterprises in the market gaps and opportunities for full time to Marketing as the main driver of enterprise development, leverage, in a few years or ten years time, to complete the enterprise from 0-80 % of the development. As the market matures and competition intensifies, companies in order to better survive, you must be 90% from 80% or higher. Therefore, enterprises in the comprehensive management capabilities or strategic management capacity must be substantially enhanced . adjustment of state-owned enterprises should focus on performance management, business management looking to enhance their ability and level of integrated management. We believe that the successful implementation of the strategy-based performance management in the next decade will be the best and the mediocre enterprise of the watershed. From another perspective, with the successful expansion of the size of private enterprises, entrepreneurs must increasingly rely on a science, the pursuit of effective management system to support business operations, strategy-based performance management system, is undoubtedly the best choice.

Second, the state-owned enterprises need to take a strategic performance management
Enterprise is a goal to achieve a certain economic existence of the economic entity, to measure the extent of corporate goals established and the organization of the department, team, individual contribution of organizational objectives, determine the organization's activities for the achievement of organizational goals on the effectiveness of to a series of evaluation activities can not be separated. business performance evaluation as an effective corporate governance system and management system not only become a market economy of enterprises self-monitoring, an important means of self-restraint, and become the new competitive environment of enterprises implementation of the strategic management of the new management tools. reform and opening up before the benefits of the evaluation of the business known as the assessment focuses on the effects of the industrial economy running evaluation. assessment indicator is the production value of industrial enterprises, enterprise scale and quality of products so, assessment would be to complete the company's year-end results compared with the beginning of the year in order to determine the outcome of business, and business leaders for an assessment. The value of assessment methods, there is talk about the neglect of efficiency; just to quantity, no quality ; only efforts, production, sales do not grasp; only on inputs, not re-tap the potential of serious drawbacks. To do this, take the following methods: first, by leading layers of approval, turning attention and Research enterprise evaluation. Second, assessment of business results, but also emphasis on the evaluation of micro-enterprises. Third, from the reflection of firm size and product quality aspects such as the total turn-round, the system reflects the business efficiency of the production, operation, management and accounting and so on.

Third, the state-owned enterprises and strategic performance management
Strategic management is the formation and implementation of strategic management process, including the four components (or steps): the internal and external environmental analysis; strategy development; implementation of the strategy; evaluation and monitoring. Performance management, strategic management is the fourth a part of the evaluation and monitoring of the most important elements is the height of a strategic management system system.

1. The importance of staff participation, the establishment of strategic incentives theory of modern motivation, only with the work itself relevant factors, such as the appropriate goal setting, good working environment, challenging work tasks, improve employee motivation is an important factor. For a relatively high level and quality of the staff of state-owned enterprises even more so. Therefore, we must create a system of incentive and restraint mechanisms, including incentive and restraint mechanisms of external and internal incentive and restraint mechanisms, foremost of which is to establish priority to the equitable distribution of system performance, scientific and rational system of job design and employee code of conduct effectively, so that employees work long term to maintain a high state of efficiency. state-owned enterprise performance management to the human starting point and center of attention to inspire and arouse people's initiative, enthusiasm and creativity to achieve the common people and the development of state-owned enterprises. such as through performance pay increase employee motivation, according to employee performance evaluation reflects the actual work, the staff was fair and attractive to employees and so on; by helping employees eliminate obstacles to the work of Zhong and training to improve its organization and employee satisfaction; through target setting to motivate staff. Mubiao can help people motivated by the need for change, people Zhaozhuo certain direction, and its own behavior results contrast with the established goals, timely adjustments and amendments, in order to achieve goals.

Links to Research Papers Download http://www.hi138.com 2. Improve the information management system, enhance the competitiveness of state-owned enterprises State-owned enterprises make extensive use of modern information technology to fully develop and utilize their information resources and improve its operation efficiency. reasonable construction of state-owned enterprise business processes and management processes, improve the state-owned enterprise structure and management systems, help enhance the resilience of the state-owned enterprises; to establish the overall database of state-owned enterprises, state-owned enterprises to improve information collection, processing, analysis the efficiency and accuracy of management decision-making state-owned enterprises contribute to the scientific; establishment of internal to Internet-based information management system, information on state-owned enterprises to achieve the optimum configuration, and further integration of resources and state-owned enterprises service elements, the state-owned enterprises to improve efficiency and management efficiency; to establish a cooperative enterprise local area network, the state-owned enterprises with partners, customers or consumers of information sharing between; connected to the Internet, access to information about state-owned enterprises, enrich the information resources. state-owned enterprises on the information obtained can be comprehensive and systematic analysis of the industry in order to identify potential for cooperation and obstacles, easy to predict which plans will face financial difficulties. In the period of fiscal austerity, state-owned enterprises have to contribute and financial allocations to compete. If the state-owned enterprise managers can identify their competitors to be able to better mobilize the behavior of the forces of state-owned enterprises, so that the benefit of state-owned enterprises.

3. Improve the budgeting, the establishment of effective performance evaluation system of state-owned enterprises in setting budget targets, you should first consider their strategies and goals to reflect the impact of factors to achieve the targets set by the budget strategy will be in the form of curing and quantify. In the preparation of the budget former state-owned enterprises should also be considered political and economic environment in which clear their long-term development goals, the state-owned enterprise sector and the overall strategy and goals of individual employees linked to determine the standards of conduct of individual employees, to provide the basis for performance evaluation . This requires the strategic objectives of state-owned enterprises decomposition, first decomposed into departments, then to a team, the last specific to the individual, as a basis for budgeting. performance evaluation based on the budget is state-owned enterprises to deploy resources to adapt to market changes capacity evaluation and testing. state-owned enterprises to regularly appraise the performance of employees, as objectively as possible, realistically evaluate the performance of employees. now more respected way of approach is to assess the feedback, the reviewers not only supervisors, colleagues, , subordinates, customers, employees themselves also. It can be different levels of groups from the collection of information, as realistically as possible and fully reflect the performance of employees. the application of evaluation results include three aspects: the link with the interests of employees; the evaluation results back to employees as an important incentive for employees to encourage and spur lagging behind the advanced; the evaluation results as the main basis for the personnel decision-making.

Fourth, strategic performance appraisal program design and implementation
First of all, should be a clear concept of strategic performance management. That strategic management and performance management, together called the strategic performance management, including strategic analysis, strategy formulation (strategic combing), strategic performance planning, strategic performance evaluation, strategic performance appraisal. the traditional issues of performance management in general is not to seize the strategic, the performance appraisal as a reward penalty, assessment means of identification, is seeking to promote the professional quality of personnel and skills improved, in order to promote maximum economic efficiency of enterprises. and proven performance management approach that generally only suitable for small and medium-sized state-owned enterprise for some did not play a good role, it should be sought in the performance appraisal strategic management. then the strategic performance appraisal program design and implementation of those issues should pay attention to it, we think we should do:
1. Performance appraisal policy development planning should reflect the strategic thinking of the overall organization performance appraisal policy is a manifestation of the Marketing strategy and sales staff work of the wizard. Marketing strategy to be supported by appropriate policies to ensure the implementation of performance appraisal, otherwise, it is unscientific policy. If the focus of this stage is to improve the distribution rate, the distribution rate is the main evaluation indicators, if this stage focus was on promoting new products, the new product promotion is the key assessment indicators. Of course, the wrong Marketing strategy, performance evaluation policy may be a white pains.

2. The assessment indicators decomposition, clear to everyone, the individual performance, departmental performance, and organizational performance unified business sales targets and financial figures of the moon is relatively simple and so clear to the people, and process indicators, such as channel construction index decomposition clear to everyone is a greater degree of difficulty, be careful not to break or explicitly do not go small or difficult to implement after the execution can not guarantee results, but also consider the positive inter-departmental competition and comparison, as well as the strategic link with the organization as a whole.

3. Strategic performance management to be fully consulted before the promulgation, enactment thoroughly consulted to fully understand the purpose of brainstorming one second, so that we easily accept. At the same time as performance appraisal policy is the strategic Marketing strategy, business development, strategy, concentration, Only sales staff thoroughly understand the policy, is it possible to work closely around the policy and not deviate from the direction and cooperation of other departments to ensure the recognition and participation.

4. Examination results will be timely feedback to each and departments, organizations involved in the evaluation of staff, sales staff, administrative personnel should be clear how their wages are calculated assessment, and several important points is the number of assessment indicators, in order to eliminate the employee misunderstanding, misunderstandings, blame, sabotage and other negative emotions, it will not only affect their future state to improve performance and enthusiasm, more importantly, would greatly dilute the assessment policy in the eyes of the status of all employees. So strategic performance appraisal examination results must be timely feedback to each person, department, organization, impartial, open and fair.

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