From July 16 to 19, 2015 semi annual performance review meeting of our company was solemnly held in wanting Hotel, Lishui. The meeting was presided over by the general manager, and the middle-level deputy and above cadres attended the meeting. In addition, the company specially invited Lu Junhua, deputy director of Yuyao economic and Information Bureau, and he Qiqing, teacher of Yuyao Jianfeng training school.

On the afternoon of 16th, the leader of the performance team first summarized the performance and operation of the first half of the year. Secondly, all participants reviewed the work of the first half of the year based on their own positions. Next, the comprehensive management center summarized and analyzed the system, process operation and resource allocation of the company in the first half of the year, and put forward the next improvement measures. On the morning of the 17th, the participants discussed and exchanged views on the system process and resource allocation. In the afternoon of the 17th, they completed the final improved draft resolution and formed the final resolution.

Director Lu pointed out three problems after listening carefully to the discussion and exchange of the participants: first, the participants did not grasp the main points of the problem for analysis, there was no unified template model, and the logic was not strong; second, the problems should be considered from the front situation, but this time more small issues were discussed, and some secondary processes were not really needed to be discussed. The Land Bureau said that the main purpose of the meeting was to form a plan for the second half of the year through discussion and analysis

1、 Highlight the guiding problems. One is to have a strong sense of crisis; the other is to focus on the key factors of enterprise development. Third, how to use innovation to enhance added value. 2、 Performance appraisal. The purpose of performance appraisal is to guide everyone to create value, evaluate value, distribute and encourage value. We need to derive the complete goal system of performance management according to the vision and planning of the enterprise, and then turn the goal into an action plan. All performance appraisal needs cost. According to this meeting, the data generated by the process is too little, there is data, but the analysis and utilization is too little. Data should be transformed into value, but we often do not subdivide these data, do not bring out key factors, over consider Department factors, and do not consider labor, especially the performance appraisal of innovation. Therefore, it is more important to think about how to mobilize everyone's enthusiasm for innovation. 3、 Management serves basic functions. How to implement the plan and work, the management department should make the same communication to improve the work efficiency. The most important thing in management is improvement. Every small improvement is actually a big improvement. Therefore, it is very important for the management department to play its functions. 4、 Information technology. Performance appraisal must be promoted through informatization. According to various demands, the aspects with large amount of labor statistics should be regarded as the difficulty and breakthrough point of informatization. ERP system, especially, is a long development process, which needs to gradually accumulate experience and promote.

In addition, the land bureau pointed out that the company's processes and systems are equally important, but they must be managed in a hierarchical manner so that key processes and systems can be discussed and analyzed at important meetings. In recent years, our company's systems and processes have made great progress on the road of standardization, but simplification and optimization should be put in an important position. Management needs to get rid of the hypocritical decoration, and must develop around the core. There is no need to consider too many complex problems in the process. For the same work, time index is the efficiency index. Many management systems must be concise and clear. Overemphasizing the process will sacrifice efficiency.

The land bureau also stressed that in the next step, we need to adjust the above problems, make efforts in the right direction, and improve efficiency in a real sense. Finally, the general manager made a summary speech. He first expressed his gratitude to all participants for their efforts in the past two days and congratulated the successful opening of the meeting. The semi annual performance review meeting has basically achieved the expected effect, and the next work plan established after analysis is also effective and feasible. In order to make everyone more motivated to complete the plan for the second half of the year, the general manager made an analysis on the concept and deep-seated phenomenon.

Finally, the general manager encouraged everyone to have confidence and determination. On the other hand, he stressed that anything that Chinese people want to do can be done well. He also hopes that what he has said can be truly reflected and practiced in the employees, and jointly face the present situation and the future.