Performance management is not just a management tool, but a way of thinking, a kind of behavioral patterns. Performance Management provides us with a company in the behavior of each employee with the company's long-term strategy to combine the opportunity to provide an opportunity for open communication provided to each employee self-improvement opportunities. If all employees in the course of their work can be consciously consider how their efforts combined with the company's overall goals, all the managers and employees are accustomed to in their work and open communication, each employee's contribution and efforts will be recognized and the ability to be enhanced, resulting in not only strengthen the competitive advantages of enterprises, but also to enable organizations to become a more suitable place for people to work.
Performance Management as the core of human resource management, is based on the traditional performance appraisal to develop. It can be summed up as organizations on the performance issues of planning, organizing, leading and controlling process. Personnel performance management process, the company's management and employees on the basis of communication to help staff set performance development goals, and through the process of communication, the performance ability of the staff guidance to help staff continue to achieve performance targets, on this basis as a summary of performance over time, managers through scientific means and tools to assess the performance of employees, establish employee performance levels, identify deficiencies in staff performance, thereby providing a corresponding improvement plan to help employees to improve performance to improve in the defects and deficiencies, so that the efforts of employees and the company's vision in line with the objectives and tasks, and move toward higher performance goals to achieve simultaneous development of workers and enterprises.
In this paper, ** as the research object in order to improve the performance management system for content **, theory with practice, through effective management system ** the current status of research and analysis to identify shortcomings and putting forward the improvement of the research proposals.
In this paper, the theory of performance management system for the systematic analysis of the performance management system, the applicability of various tools for analysis; then ** Performance Management System for the status and characteristics, to identify existing problems, make full use of the theory of performance management system proposed and improving ** performance management system to determine the objectives and orientation, through a clear performance management principles, improve the performance management content, expanding the use of the results of performance management and so on, right ** and would conduct a comprehensive performance management system to address the existing performance management System problems. General idea is: the Balanced Scorecard (BSC) idea, based on the use of key performance indicators (KPI) analysis methods, refined, developed key indicators system, the integrated use of management by objectives (MBO) principles and methods, combined with ** and corporate positioning and strategic objectives, well-designed ** performance management system, and on this basis, summed up a general guide for similar businesses improve the performance management system, the value of the methodology and a series of constructive advice and concrete measures.
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