As an important part of the closed loop of performance management, can HR not attend the performance interview?

I think performance management should not be just a matter of HR.

1.HR is the main department of personnel management and performance appraisal, but it is mainly responsible for organizing the formulation of plans, supervising the implementation and summarizing the audit and appraisal results. In the matter of performance management, it plays a connecting role. Without the care and support of superior leaders and the close cooperation of other departments, HR alone can't complete this work, which is easy to become a mere formality and can't achieve management objectives and expected results.

2. What is the purpose and content of our performance management? Our purpose is to improve the production efficiency of enterprises, reduce costs and resource consumption, and enhance the market competitiveness and profitability of enterprises through performance management and assessment; The content of management and assessment focuses on the work quality, execution efficiency and task completion of departments or individuals. Therefore, no matter from the purpose or content, the HR department can neither take care of the overall situation nor delve into it.

3. The content of performance management involves four links: performance planning, performance coaching, performance appraisal and performance feedback, which is a continuous cycle. Among them, the formulation of performance plan is the core link of the whole management work and the key to success. If it is too wide and loose, it will become a mere formality. Too narrow and too tight, unrealistic will cause rebound resistance. Therefore, formulating a well-founded, practical and targeted assessment management scheme and standard involves the management ideas, strategic objectives, work plans, tasks and resource allocation of major leaders, as well as the current work requirements, actual situation, personnel quality and task decomposition of specific functional departments and posts. These tasks must be completed by leaders and supervisors at all levels with the cooperation of HR, and also need the strong support and promotion of superiors in other links. Only with the close cooperation and strict implementation of functional department heads can the expected results be achieved smoothly, otherwise it will be false evaluation and false feedback.