What is the purpose of performance management?

Question 1: human resources-what is the fundamental purpose of performance management? What is the purpose of performance management? You may think that this question is too simple to answer, or you may think that answering such a question is insignificant and a waste of time. But we have to admit the fact that many problems in enterprise performance management are probably related to not answering this question correctly.

Just as Drucker put forward three classic questions at the beginning of the book Basic Work of Management-Practice of Management-what is our occupation, what will our occupation be, and what should our occupation be? Knowing the purpose of management determines the direction and effect of management. Therefore, the purpose of discussing performance management is by no means insignificant, but the logical starting point of performance management.

In reality, there are different views on this issue. People with different positions stand in different angles and naturally have different understandings. What we need is the understanding of people from different positions on this issue; Then choose our angle according to our position. Let's take a look at the general understanding of the purpose of performance management.

First of all, it is generally believed that the purpose of performance management

From the current research and enterprise practice, it is generally believed that the purpose of performance management is as follows:

(A) the core purpose of performance management is to improve the performance of an organization or team by improving the performance level of employees.

In the process of performance management, we have achieved many goals, such as employee participation in management: employees have a sense of self-realization by participating in setting their own work goals; Unity of organizational goals: avoid the deviation of team and employee goals from organizational goals through top-down goal decomposition; Evaluate rewards and punishments many times a year, realize the organization's monitoring and implementation of the objectives, and ensure that the work objectives are completed on time. All of the above are aimed at improving the efficiency of the organization or team and ensuring the realization of organizational goals. Therefore, performance management plays a core role in the organic system of enterprise human resource management.

(B) the significance of performance management to organizational strategy

It has long been recognized that performance management is of great significance to the sustainable development of an organization. Linking performance management with strategy is a remarkable feature of performance management in recent years. Strategy is an expectation of future results, and the realization of this expectation depends on all members of the organization, according to certain responsibilities and performance requirements, through continuous efforts and creation. Therefore, the performance management system has become an indispensable management tool and means in the strategic management control system. If an enterprise wants to succeed, it should not only ensure the reliability of process performance, but also design its performance management system for the success of organizational strategy and establish a performance management system aimed at improving the core competitiveness of enterprises. Performance management decomposes the strategic objectives of an enterprise into various business units and positions, and the post responsibilities are finally realized by employees. Therefore, to manage, improve and improve the performance of each employee, so as to improve the overall performance of the enterprise, so that the productivity and value of the enterprise will also increase, and the competitive advantage of the enterprise will be obtained. Performance management is an important means to achieve organizational strategic goals and cultivate core competitiveness.

(C) Performance management provides a standardized and concise communication platform.

Performance management has changed the previous practice of issuing orders and checking results from top to bottom, requiring both managers and managed people to communicate, judge, feedback and coach their work behavior and results on a regular basis. Managers should cultivate and develop their professional ability, coach and encourage their professional development, and objectively provide a very practical communication platform for managers and managed people.

(D) Performance management provides the necessary foundation for human resource management and development.

Through performance management, the implementation of performance appraisal provides the necessary basis for the management decisions of employees' dismissal, promotion, transfer and demotion, and also solves the problems of employee training, salary and career planning, which makes it evidence-based. This is why performance management has become the core of all aspects of human resource management.

(E) the legal significance of performance management

In a country with a sound labor law, the recruitment, employment, assessment, dismissal, bonus distribution and promotion within enterprises are supervised by the state or social fair employment organizations. In labor disputes, enterprises will often be sanctioned by the court or social fair employment organizations if they cannot produce enough evidence to explain the reasons for personnel decisions. This kind of evidence generally comes from performance management, for example, dismissing employees requires providing evidence of incompetence, which is naturally the performance record of employees. To this end, performance ... >>

Question 2: The purpose and function of performance management The purpose of performance management is very clear, that is, to create more profits and greater benefits for enterprises.

The function of performance management is to improve the execution and work efficiency of teams and individuals through performance appraisal, and to minimize or completely eliminate the negative feelings of teams and individuals.

I hope LZ is satisfied

Question 3: What is the purpose of performance appraisal? Why should we conduct performance appraisal? This is an ideological problem and belongs to the category of "Tao". If the Tao is out of order, the established system will be out of order. If the "Tao" is not correct, there will be "traps" in the formulated system. Only when the Tao is correct can an executable system be designed. On the contrary, there will only be a gorgeous appearance, and it will never land, even if it does, it will only be temporary. Once I met several bosses and asked me, "Mr. Zhao, can you help me design a performance appraisal system that allows employees to do more with less money?" This is typical of not knowing why performance appraisal should be implemented. In a sense, it also belongs to the "wrong way", which was immediately rejected by me because Miss Zhao did not have this ability. You'd better find someone else to be smart, so I won't talk to you. Example 1: the process and method of evaluating employees' past work behavior and performance by using specific standards and indicators under the established strategic objectives, and using the evaluation results to have a positive impact on employees' future work. Example 2: 1. 1. Strengthening human resource management decision-making: providing scientific basis for personnel decision-making such as recruitment, transfer, reward and punishment, and training. 2. The second is to promote the career development of employees: use its evaluation and feedback functions to promote the career development of employees. 3. Third, promote the improvement of enterprise management level: according to the results of employee assessment, it can promote the improvement of organizational performance. The first example describes the concept of performance appraisal, and the second example describes the purpose of performance appraisal, but they are all the same and have no guiding significance. The purpose of performance appraisal is also controversial. If we want to investigate this question, I believe there will be various answers. Why do many enterprises fail in performance appraisal? The most important reason is that employees are not involved. The performance appraisal system was written by the human resources department behind closed doors, without soliciting employees' opinions or publicizing it widely. As you can imagine, it is strange that such a performance appraisal does not fail. Why don't employees participate? It's because there is something wrong with the purpose of our performance appraisal. I think the most important purpose of performance appraisal is to ensure that employees pay in direct proportion to their income, which is also the essence of performance appraisal. I once coached an enterprise, and the purpose of the performance appraisal system is to ensure that the contribution of employees is directly proportional to their income. Because of the correct purpose, the enthusiasm of employees was greatly stimulated, and everyone offered suggestions. The human resources department listened carefully to the opinions of employees. Although the performance appraisal system is not perfect, it has won the support of all employees because of taking the "mass line", making employees the main body of appraisal, making performance appraisal deeply rooted in the hearts of the people and making achievements. To sum up, under the premise of ensuring that employees' contribution is directly proportional to their income, making employees the main body of performance appraisal and letting employees really participate is the key factor for the success of performance appraisal. This is the case with performance appraisal and any management. I hope that all managers will remember!

Question 4: What does performance management mean? The so-called performance management refers to the continuous cycle process in which managers and employees at all levels participate in performance planning, performance coaching and communication, performance evaluation, performance result application and performance goal promotion in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

The role of performance management:

1. Performance management promotes the improvement of organizational and individual performance.

2. Performance management promotes the optimization of management processes and business processes.

3. Performance management ensures the realization of organizational strategic objectives.

Question 5: What is the purpose and significance of performance appraisal? First, several factors affecting performance management

1, I don't know why performance appraisal is needed.

At present, the assessment purpose of most enterprises is not clear, some are for assessment, and some are even for bonus or deduction of employees' performance salary and bonus. Neither the enterprise appraiser nor the examinee fully and clearly realize that performance appraisal is only a management tool, and it is not a management purpose in itself.

At the same time, the unscientific performance appraisal system is also manifested in the confusion and contradiction of the appraisal principles. It is irrelevant, unscientific and unreasonable in the evaluation index content, project setting and weight setting, and often only reflects the will and personal likes and dislikes of the Chief Executive. Moreover, the performance appraisal system lacks seriousness and changes at will, making it difficult to ensure the continuity and consistency of policies.

2. Lack of performance appraisal standards

At present, the performance appraisal standards of most enterprises are too vague, such as the unscientific index system, which is characterized by lack of standards, distortion of standards and difficulty in accurate quantification. It is easy to make an incomplete and impersonal judgment when evaluating the appraisee with missing or irrelevant standards, and it is difficult to convince the appraisee with fuzzy performance evaluation standards.

On the one hand, the performance appraisal managers of some companies lack experience and ability and don't know how to assess. The assessment criteria are unscientific, unreasonable and lack of basis.

On the other hand, the assessment purpose of some companies is not "people-oriented", but "money-oriented": Ms. Chen Xiaoping, a tenured professor at Foster Business School of Washington University, said in the second chapter "Paradox of Management" of Determinants of Happiness: "People-oriented" management emphasizes treating employees well and caring about all aspects of their work and life, whether it is health insurance or leisure facilities. Whether it is paid vacation or child care service, free drinks or flexible working hours, technical training or tuition reimbursement plan ... all reflect the heartfelt concern of the management of the enterprise for the growth of employees, and hope that employees will love their work more and be dedicated to their jobs, so as to improve work efficiency and performance, have more creativity and thinking about their work and create value for the development of the enterprise. The behavior caused by the business philosophy of "money first" is an extreme deduction of all aspects of employees' treatment: wages are at the bottom line, and overtime is often not paid; Punch in at work, and deduct money for being late for one minute; Deduct the bonus if you can't finish the task. There is very little training. Once it's your turn, you should sign a contract: if you leave your job within a few months after training, you should pay the training fee in full, and you can't default on a penny. If you resign before the contract expires, you must pay a fine. In a word, we can reduce labor costs, save costs and maximize enterprise benefits through various means. The harsh measures taken by the management of the enterprise will only make employees feel strongly disgusted. Deep down, it is just a simple employment relationship to distance themselves from the enterprise and understand their relationship with the enterprise. To be in such a state of mind, employees should devote themselves to the work of the enterprise with great enthusiasm and create value for the enterprise, which is simply daydreaming, which is completely impossible to achieve.

3. Employees lack understanding of the performance appraisal system.

Some enterprises do not pay attention to timely, meticulous and effective communication with employees when formulating and implementing new performance systems. Employees' unclear management thought and behavior orientation to the performance appraisal system often leads to all kinds of misinterpretation and hostility, which strongly questions the scientific, practical, effective and objective fairness of the implemented performance system and leads to psychological and operational distortion of the understanding of the system.

Of course, there are many factors that affect performance management, such as formalization of assessment process, improper selection of assessment methods, improper use of assessment resources, and no feedback on assessment results.

Second, the purpose and significance of performance management

The purpose and practical significance of performance appraisal is for the progress of enterprises and employees, not just for the planning and design of salary system; The fundamental purpose of performance management is to improve the performance ability of organizations and employees. In addition to serving as the basis of salary and bonus distribution, it has more abundant uses:

1, achieve the company's goals through performance management.

Performance management is the most direct bridge between employees' personal behavior and organizational goals. For example, 20 10, our company wants to achieve the sales volume of 1 100 million in yi county, Huangshan City. Our company has a total of five sales staff, so after decomposition, it is the sales target of 20 million per capita. In order to achieve this sales target, the sales staff must sell at least 100 sets of commercial housing (each set is about 200,000 yuan on average) ... >>

Question 6: What is the definition of performance management? The so-called performance management means that managers and employees at all levels participate in the formulation of performance plans, performance counseling and communication, performance evaluation, application of performance results and improvement of performance goals in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

I hope to adopt. Adoption is my affirmation ~ ~ ~ Thank you.

Question 7: What is the significance of enterprise performance management? Reprint the following information for your reference.

Significance of performance management

1. Performance management is an effective way to improve performance.

Since 1980s, the pace of economic globalization has become faster and faster, and the market competition has become increasingly fierce. In this kind of competition, if enterprises want to gain competitive advantage, they must constantly improve the overall efficiency and performance. Levinson pointed out in 1976 that "most of the performance evaluation systems currently used have many shortcomings, which has been widely recognized. The obvious shortcomings of performance evaluation are: the judgment of performance is usually subjective, impressionable and arbitrary; The evaluations of different managers cannot be compared; Delayed feedback can make employees feel frustrated because their good performance has not been recognized in time, or they are annoyed by their judgments based on their own shortcomings a long time ago. " Practice has proved that the effective way to improve performance is performance management. Because performance management is a strategic and integrated management idea to improve employee performance, develop team and individual potential and make the organization succeed continuously. Through performance management, enterprises can realize the sustainable development of performance; Promote the formation of a performance-oriented corporate culture; Motivate employees and make them more engaged in their work; Encourage employees to develop their own potential and improve job satisfaction; Enhance team cohesion and improve team performance; Develop a constructive and open relationship between employees and managers through continuous work communication and exchange; Provide opportunities for employees to express their work wishes and expectations.

2. Performance management can promote quality management.

In recent years, quality has become an important aspect of organizational performance, and quality management has also become a hot spot of concern. Kathleen Guin pointed out, "In fact, the performance management process can strengthen total quality management. Because performance management can provide managers with' management' skills and tools, so that managers can regard total quality management as an important part of organizational culture. " It can be said that a scientifically designed performance management process itself is a process of pursuing "quality"-meeting or exceeding the expectations of internal and external customers, so that employees can focus on quality objectives.

3. Performance management can adapt to the management changes brought about by organizational structure adjustment.

Most structural adjustment is a response to the social and economic situation, and its manifestations are various, such as stratification, layoffs, flexibility, teamwork, high-performance work system and strategic enterprise organization. After the adjustment of organizational structure, management ideas and styles should also be changed accordingly, such as: giving employees more self-motivation, so as to meet customers' needs faster and better; Give employees more opportunities to participate in management, promote their investment in work and improve their job satisfaction; Give more support and guidance to employees, and constantly improve their competency characteristics, etc., all of which must be achieved by establishing a performance management system.

Question 8: What is the purpose of performance appraisal? 10 performance appraisal is the core of the whole human resource management. Through performance appraisal, enterprises can achieve enterprise goals, enterprise development, employee performance improvement and return increase by improving employees' work efficiency.

It is a dead end to only strengthen the performance appraisal of the interests of enterprises in Sichuan, and it is difficult to go on, unless it is a leading enterprise in the industry, the salary level is higher than the social level and peer level.

Question 9: What is the purpose of performance appraisal? Simply put, performance appraisal is to examine the work completion of employees. You should make it according to the specific situation of your own enterprise.

Evaluation conditions:

1, clear evaluation criteria 2, complete information 3, authoritative evaluation agency.

Evaluation principle:

1, seeking truth from facts 2, highlighting key points 3, rewarding the excellent and punishing the poor.

Purpose of evaluation:

1. Evaluation is the guarantee to achieve the goal. 2. Evaluation is the basis of giving fair remuneration. 3. Assessment is a means to explore talents. 4. Assessment is conducive to strengthening the management of organizational activities.

I hope it will help you, and I hope you can adopt it.

Question 10: What is the background and purpose of performance appraisal? The background and purpose of 30 points is to supervise the completion of employees' work.

In fact, although the constraints on employees have been strengthened in some aspects, it still has a certain impact on team building and spreading positive energy.

Ask, every day is required, * * * competition, where there will be true feelings in the enterprise.