IMPLEMENTATION OF A PERSONNEL PERFORMANCE MANAGEMENT SYSTEM

Abstract

The article examines the development and implementation of a personnel performance management system under conditions of economic instability, labor shortages, and a record-low unemployment rate in the Russian Federation (2.2% as of January 2026). Using a specific company (a legal entity centralizing treasury operations of a large holding) as an example, the author analyzes the existing linear organizational structure, motivation system, and personnel records management. Key shortcomings of the current management model are identified, including high managerial workload, poor cross-departmental coordination, and lack of flexibility. The necessity of establishing a unified performance management system based on the principles of goal cascading, cross-functional alignment, objectivity, and regularity is substantiated. The article presents the purpose, objectives, expected outcomes, and key stages of system management (goal setting, monitoring, evaluation, feedback, bonus calculation). The proposed approach aims to enhance the company's competitiveness by linking remuneration to key performance indicators (KPIs) and creating a transparent motivational environment.