To further enhance the company's performance management level and promote efficient implementation of various tasks, Haoyuan Company invited Action Education Performance Mentor Liu Panlong to conduct a two-day performance manual preparation coaching session from October 8th to 9th in the sales conference room of Haoyuan R&D Center, the training room on the 13th floor, and the fifth floor of the comprehensive building in the park. Vice General Managers Tian Huaiguang, Jia Jian, and Wu Zhenhan, as well as Assistant General Managers Pan Jiacheng and Sun Kaixuan, attended the coaching session, with department heads in attendance.

Mentor Liu Panlong takes the performance system manual as the core entry point, deeply analyzes the importance of benchmark review, emphasizes that through systematic summary and reflection, one can draw sediment from past experience and form a logical closed loop. He guided the students to realize that the various aspects of performance management are interrelated and influence each other. Only by building a complete logical chain can the effective achievement of performance goals be ensured. He pointed out that we should be good at grasping the core points of countermeasures and accurately positioning the key actions that can have an impact on "winning with one move". Based on the established goals and important action measures, a benchmark process with demonstrative significance is finally formed through repeated deliberation and optimization on the basis of sorting out existing operational methods.

Subsequently, Liu Panlong closely combined the actual business scenarios of Haoyuan Company and selected representative typical cases for in-depth analysis. By disassembling and discussing cases, guide students to think from different perspectives and deepen their understanding and application of performance management in practice.

Through this special coaching, each department has systematically mastered the methods and paths for compiling performance manuals, not only clarifying the specific direction of system optimization, but also forming a practical implementation framework, effectively promoting the iterative upgrading of the performance management system. By building a closed-loop mechanism for the system, we can comprehensively stimulate employees' intrinsic motivation and innovation potential, providing strong momentum for the company to achieve strategic goals and high-quality development.