Optimization Research on Performance Evaluation for Wuhan Branch of China Mobile
|School||Huazhong University of Science and Technology|
|Keywords||Performance Assessment Index System Incentive Mechanism Telecommunication Service Enterprise|
State-owned enterprises place much more importance on the staff performanceassessment, along with the in-depth revolution of market economy. However, satisfactoryeffect could not be achieved due to telecommunication enterprises’ self-characteristics ofnationalization, lots of residual historical problems and all kinds of uncertainties in theperformance assessment. Furthermore, there is direct relationship between theeffectiveness of performance assessment and scientific of staff incentive mechanism’sdesign. It constitutes a vital issue of telecommunication enterprises that we make athorough study of performance assessment and incentive mechanism consequently.The thesis goes deep into the current status of performance assessment and incentivemechanism at home and abroad. Based on the fully understanding upon the features ofdomestic communication industry and the Wuhan Branch of China Mobile’s presentsituation of people valuation, the author indicates the main problems during the process ofperformance management, including unsound and unsystematic assessment system,unscientific and inapplicable indication design, unreasonable assessment approach andnoninvolvement of all staff, un-utilization of assessment result, and even currentunsatisfactory position of staff incentive, etc. In the light of the above problems, the thesisbrings forward the fundamental solution for the improvement of performance assessmentand incentive strategy by adopting management idea derived from Key PerformanceIndicator(KPI) and Balance Score Card(BSC). On the structure side of performanceassessment, it specifies the design solution and basic contents of performance assessment,design of indication system and the necessary securities for its implementation. On thestructure side of incentive mechanism, it also raises the basic principal of its establishmentand proposes the improvement for design from salary, performance and other incentiveaspects. In view of the above two structures, it forms a set of integral staff assessment andincentive mechanism for the sake of making a further progress of both the company and staff performance, which will lay the solid foundation for the company developmentstrategy.The author aims to set up a reference for domestic telecommunication enterprises’performance assessment in the implementation of human resource management and extentthe guidance to the establishment of performance assessment module and incentivemechanism of telecommunication enterprises.