What are the characteristics of DPCA s performance management?

In the logistics link of parts of DPCA, the third-party logistics company is entrusted by the first merchant to supply to the Wuhan factory of DPCA. Based on the performance management process and the principle of integrated management of the first chain.

Analyze, compare and absorb the existing customer satisfaction-oriented key performance management (CTP), balanced scorecard (BSC) method, key performance indicator (KPI) management methods and ideas, and identify the main processes of logistics.

Build a third-party logistics key performance management system with DPCA's own characteristics and customer satisfaction. After years of application and practice of the management system, the key performance indicators of third-party logistics have achieved good improvement results, and achieved a win-win situation for DPCA, first-class merchants and third-party logistics.

Effective performance management of DPCA.

It ensures its quality and is also the key for the review experts to recognize its quality. DPCA's performance management not only covers the internal management of the enterprise, but also extends to the marketing field, using precision marketing to achieve market share and achieve the goal of performance management.

In the quality system management with performance management as the main purpose, DPCA did not ignore the learning and development of employees, organized training activities according to the requirements of the company's strategic key action plan for human resources, and formed eight actions, including strategic communication, new projects, Kunpeng wings, eagle hatching, and self-internal training, which effectively supported the improvement of personnel capabilities at all levels and stimulated the learning and growth of employees.

The National Quality Award is not only limited to the quality of the company's products and services, but also focuses on the quality of the company's system and excellent management. After 23 years of continuous development, DPCA has built a strong system capability in technology, products, scale, management and culture, and has cultivated a large number of outstanding talents in various fields such as technology research and development, management innovation and process skills, providing a guarantee for sustainable development.

Characteristics of DPCA's strategic performance management value:

1. Stimulate the sales enthusiasm of employees through performance management enterprises. Quality is the primary task in the company's strategic projects, is the cornerstone of the company's sustainable development, DPCA will adhere to the "quality first" policy, always put the construction of quality system in a high position, "make users more satisfied" as the evaluation standard of product quality and service quality, and steadily build a quality leading edge.

2. Systematic:Performance management is a complete system, not a simple step, whether in theory or management practice.

3. Focus on practical resultsThe evaluation system takes the improvement of employee performance as the key factor, and does not seek comprehensiveness, but focuses on actual results.

4. Fully understand human nature: Encourage the positive factors of human nature and control the negative factors of human nature.

The three basic functional activities of performance management are:

First, the development of performance indicators, i.e., performance plans. Performance managers need to assist the appraisee in formulating performance indicators that are in line with their job position and review whether the indicators are reasonable.

Second, supervision and inspection, that is, performance coaching. Performance appraisal is not to completely detach managers from the daily work of employees, managers need to give appropriate suggestions when employees implement performance appraisal indicators, supervise and check their work progress in stages.

Third, evaluation and appraisal are performance appraisals. Inspect the work results of the assessee, give a fair and reasonable evaluation of the plan indicators, and give corresponding rewards and punishments. A sound performance management system should also include a fourth step, performance feedback.

Examine the work of employees from the perspective of managers and give sound advice to help employees grow and prepare for the next appraisal cycle.

DPCA MotorsPerformance management is characterized by people-oriented, focusing on product quality and user experience. It is mainly through the comprehensive evaluation and management of the efficiency of some benefits of the car, so as to improve the overall efficiency.

DPCA's strategic performance management is worth learning from is to motivate employees' sales enthusiasm through performance management enterprises. Quality is DPCA's strategy.

The primary task of the project is the cornerstone of the sustainable development of the enterprise, and DPCA will adhere to the policy of "quality first" and always put the quality system.

The construction is placed in a high position, and "making users more satisfied" is regarded as the product quality and service quality.

The evaluation criteria have steadily built a leading edge in quality.

<> developed six core modules by DPCA.

Develop a company strategy map.

Develop a company strategy map in three steps.

The first is to hold a project kick-off meeting to carry out the balanced scorecard of the company's senior team.

Knowledge training, mobilization and publication of expectations for the project, formation of the project team, implementation of the project plan.

The second is to carry out interviews with senior team members of the company, collect relevant data and information, and form a diagnosis and evaluation report on the current situation of the company's strategic management. The third is to hold a special seminar to communicate and confirm the company's strategy and performance management issues, reach a consensus on the company's mission, vision and medium-term goals, sort out and focus on and clearly construct various strategic themes and key success factors, and implement the company's strategy map to guide the current and medium-term business work.

Develop a scorecard, broken down layer by layer.

According to the company's strategy map, collect relevant indicators and key action plans, and hold special seminars to discuss, confirm and implement the company's scorecard. This includes: confirming various indicators, various action plans, designating project achievement responsibilities, and setting KPI indicators and their weights.

Subsequently, the company strategy map scorecard decomposition training was carried out, and the subordinates were decomposed layer by layer to form a management team at all levels, up to the position and individual employee scorecard.

Develop a scorecard profile tracking table.

For the scorecard, the project owner takes the lead in filling in the indicator and action plan file template, and the designated person is responsible for establishing the scorecard file tracking form, determining the tracking frequency according to the needs of the work, and summarizing and managing the performance indicator data and the lighting status of the action plan nodes.

Develop a performance improvement analysis template.

For each performance indicator and action plan in the scorecard, the person responsible for project achievement shall establish a performance improvement analysis template in accordance with the prescribed format template and analysis quality requirements. Centralized display of scorecard performance project completion status, trend charts, current performance problems, countermeasures, responsible persons, deadlines and other details.

Preparation of 3+x reports on performance monitoring and evaluation.

Establish a strategic performance management review meeting system, carry out review meeting training, prepare a review meeting 3+x report, and the company and various departments hold review meetings on a monthly basis.

An eight-step cycle model was established.

The company and its departments will feed back the strategic performance results and corrective measures into the process of revising the medium-term "business plan" on a rolling basis every year, improve the strategic planning process, and build an eight-step cycle model of "based on the strategic performance system" to determine, implement and correct deviations, and present the overall picture and operation rules of strategic performance management in a logical and intuitive form.

DPCA performance management is mainly to improve the overall efficiency through comprehensive evaluation and management of the efficiency of some benefits of automobiles.

DPCA is a self-developed car in China. His performance management is people-oriented, focusing on product quality and user experience.

What are the features of performance management? Are you asking about cars? Or do you want to ask that employee a question?

DPCA's strategy. I don't understand what a good strategy Shenlong has. Anyway, they have to buy a good Peugeot car from the company. A good car doesn't look like a luxury car anymore.

It has a lot of references.

What are the characteristics of DPCA's strategic performance management + what are the points worth learning.

DPCA's strategic performance management system mainly includes three aspects: first, it has established a strategic performance management system with business units as the core, second, it has implemented performance management with the participation of all employees, and third, it has built an organizational guarantee to support the realization of strategic goals. First, DPCA has established a strategic performance management system with business units as the core.

The biggest feature of the system is that the business unit is the basic operating unit of the entire performance management system, and each business unit has its own independent KPIs, which can give full play to the advantages and potential of each business unit, so that it can have a positive impact on the achievement of the overall goal of the enterprise. Second, DPCA implements performance management with full participation.

DPCA MotorsStrategic 100 performance management.

Through performance management enterprises, motivate employees' sales enthusiasm.

Quality is the primary task in the strategic project of DPCA Gongdu Division, and is the cornerstone of the sustainable development of the enterprise.

The evaluation price standard has steadily built a leading advantage in quality and high permeability.

Summary. Hello! DPCA's strategic performance management has the following areas that need to be improved, and the improvement methods are as follows:

The company's own image: Generally speaking, the better the company's image in society, the more beneficial it is to recruitment activities, and a good image will have a positive impact on candidates and help improve the effectiveness of recruitment.

Recruitment budget: Since recruitment activities must have a certain cost, the recruitment budget of enterprises has an important impact on recruitment activities;

Corporate policy: The choice of channel to fill open positions often depends on the company's policy, with some companies preferring external hires and others hiring internally.

In order to ensure the scientific standardization of recruitment work and improve the recruitment effect, recruitment activities should generally be carried out in accordance with the following steps: determining recruitment needs, formulating recruitment plans, recruiting, selecting, hiring, and evaluating effects.

The improvement of employee relations is conducive to promoting the physical and mental health development of employees, and can enhance employees' understanding and trust in the enterprise, so it is of great significance to the profitability and long-term development of the enterprise.

Is there anything that needs to be improved in DPCA's strategic performance management? How can it be improved?

Hello! DPCA has the following areas for improvement in its strategic performance management, and the improvement methods are as follows: Corporate self-image:

Generally speaking, the better the image of the enterprise in the society, the more beneficial it is to the recruitment activities, and a good image will have a positive impact on the candidates, which will help to improve the effectiveness of recruitment. Recruitment budget: Since recruitment activities must have a certain cost, the recruitment budget of enterprises has an important impact on recruitment activities; Corporate Policy:

The choice of channel to fill open positions often depends on the company's policy, with some companies preferring external hires and others hiring internally. In order to ensure the scientific standardization of recruitment work and improve the recruitment effect, recruitment activities should generally be carried out in accordance with the following steps: determining recruitment needs, formulating recruitment plans, recruiting, selecting, hiring, and evaluating effective potato files.

The improvement of employee relations is conducive to promoting the healthy physical and mental development of employees, and can enhance the understanding and trust of employees in the enterprise, so it is of great significance to the profitability and long-term development of the enterprise.

Thank you. You're welcome to kiss [than heart] [than heart].

Summary. Individual and organizational level: Performance management promotes the improvement of organizational and individual performance. Through long-term, medium-term and short-term performance management, it is possible to ensure that individual performance management goals are achieved and personal growth is promoted.

Management system: Performance management promotes management and optimization of business processes, and performance management is a dynamic management process.

Is there anything that needs to be improved in DPCA's strategic performance management?

Individual and organizational level: Performance management promotes the improvement of organizational and individual performance. Through long-term, medium-term and short-term performance management, it is possible to ensure that personal performance management goals are achieved and personal growth is promoted.

Management system: performance management promotes the optimization of management and business processes, and performance management is a dynamic management process.

Thank you! You're welcome, kudos.