question 1: human resources-what is the fundamental purpose of performance management? You may think that this question is too simple to think about and 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 the failure to answer this question correctly.

Just as Drucker put forward three classic questions at the beginning of the book The Practice of Management, the cornerstone of management ―― What is our career, what will our career be, and what should our career be? Knowing the purpose of management determines the direction and effectiveness 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 perspectives on this issue. People in different positions stand in different angles and naturally have different understandings. What we need is to understand the understanding of people from different positions on this issue; Then choose our angle according to our position. Let's look at the general understanding of the purpose of performance management.

First, the purpose of performance management is generally believed

From the current research and enterprise practice, it is generally believed that the purpose of performance management has the following aspects:

(1) 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: by decomposing goals from top to bottom, avoid the deviation of team and employee goals from organizational goals; Evaluate and reward and punish many times in 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 is to improve the efficiency of the organization or team and ensure the implementation of organizational goals. Therefore, performance management occupies a core position and plays an important role in the organic system of human resource management in enterprises.

(II) 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, and 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 creativity. 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 the enterprise. Performance management decomposes the strategic objectives of an enterprise into various business units and into each post, 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.

(3) 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 train and develop their professional abilities, coach and motivate their professional development, and objectively provide a very practical communication between managers and managed people.

(D) Performance management provides the necessary basis for the management and development of human resources in enterprises

Through performance management, the implementation of performance appraisal provides the necessary basis for the management decisions of employees in enterprises, such as dismissal, promotion, transfer and demotion, and at the same time, it also solves the problems of training, salary and career planning of employees, making it well-founded. This is why performance management has become the core of all aspects of human resource management.

(V) Legal significance of performance management

In a country with sound labor laws, recruitment, employment, assessment, dismissal and even bonus distribution and promotion within enterprises are supervised by the state or social fair employment organizations. In labor disputes, if you can't produce enough evidence to explain the reasons for personnel decisions, enterprises will often be sanctioned by courts or social fair employment organizations. This kind of evidence generally comes from performance management, for example, it is necessary to provide evidence for dismissing employees that employees are incompetent, 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 purpose 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 carry out performance appraisal? This is an ideological problem and belongs to the category of "Tao". If "Tao" is confused, the formulated system will be confused. If "Tao" is not correct, there will be "traps" in the formulated system. Only when "Tao" is correct can an executable system be designed. On the contrary, there will only be a gorgeous appearance, which will never fall to the ground, even if it falls to the ground, it will only be temporary. I once met several bosses and asked me, "Mr. Zhao, can you help me design a performance appraisal system that allows employees to work more with less money?" This is a typical failure to figure out why the performance appraisal should be implemented. In a sense, it also belongs to the "wrong way", which was immediately rejected by me, because Mr. Zhao did not have this ability. You'd better ask someone else to be clever, and I won't be with 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. First, strengthen human resource management decision-making: provide scientific basis for personnel decision-making such as recruitment, relocation, reward and punishment, training, etc. 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. The third is to promote the improvement of enterprise management: according to the results of employee appraisal, the improvement of organizational performance can be promoted. The first example describes the concept of performance appraisal, and the second example describes the purpose of performance appraisal, but it is the same and has no guiding significance. The purpose of performance appraisal is also a matter of different opinions. 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 the employees are not involved. The performance appraisal system was written by the Human Resources Department behind closed doors, and the opinions of the employees were not solicited at all, and there was no extensive publicity. You can imagine that it is strange that such performance appraisal does not fail. Why didn't the employees get involved? It is 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 was to ensure that the employees' contribution is directly proportional to their income. Because of the correct purpose, it greatly stimulated the enthusiasm of the employees to participate, and everyone offered suggestions. The Human Resources Department listened carefully to the employees' opinions. Although the performance appraisal system was not perfect, it was supported by all employees because of taking the "mass line", which made the employees become the main body of the assessment, making the performance appraisal deeply rooted in the hearts of the people and achieved. To sum up, under the premise of ensuring that employees' pay is directly proportional to their income, making employees the main body of performance appraisal and really involving employees is the key factor for the success of performance appraisal. This is the case with performance appraisal, and it is the case with any management. I hope that all managers will keep in mind!

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 counseling 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 function of performance management:

1. Performance management promotes the performance of organizations and individuals.

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

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

question 5: what is the purpose and significance of performance appraisal? I. several factors affecting performance management

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

At present, the appraisal purpose of most enterprises is not clear, some are for the purpose of appraisal, and some are even for the purpose of bonus payment or deduction of employees' performance salary and bonus. Both the enterprise appraiser and the assessed party fail to fully understand 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 self-contradiction of the appraisal principles, showing irrelevance, unscientific rationality and prominent arbitrariness in the contents of appraisal indicators, project setting and weight setting, which often only reflects the will of the chief executive and personal likes and dislikes, and the performance appraisal system lacks seriousness and is arbitrarily changed, 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 index system is not scientific enough, which is manifested in the lack of standards, the distortion of standards and the difficulty in accurate quantification. It is easy to make an incomplete and objective judgment by evaluating the examinee with the lack of standards or irrelevant standards, and it is difficult for the examinee to be convinced of the evaluation results with vague performance evaluation standards.

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

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

3. Employees lack understanding of the performance appraisal system

When formulating and implementing a new performance system, some enterprises do not pay attention to timely, meticulous and effective communication with employees, and employees are not clear about the management thinking and behavior orientation of the performance appraisal system, which often leads to all kinds of misinterpretations and hostility, and strongly questions the scientific, practical, effective and objective fairness of the implemented performance system, resulting in psychological and operational distortions in their 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 of assessment results.

second, the purpose and significance of performance management

the purpose and practical significance of performance appraisal is for the common 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. Besides serving as the basis for salary and bonus distribution, it also has richer uses:

1. Achieving company goals through performance management

Performance management is the most direct bridge between individual behaviors of employees and organizational goals. For example, in 2111, our company will achieve a sales volume of 111 million yuan in yi county, Huangshan City, and our company always has five salespeople. Then, after decomposition, it is the sales target of 21 million yuan per capita. To achieve this sales target, the sales staff must sell at least 111 sets of commercial housing (about 211,111 yuan per set on average) ...... > >

Question 6: What is the definition of performance management? The so-called performance management refers to the continuous cycle process in which managers and employees at all levels participate in the formulation of performance plans, performance coaching 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 it. Adoption is my affirmation ~ ~ Thank you.

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

The significance of performance management

1. Performance management is an effective way to improve performance

Since the 1981s, the pace of economic globalization has become faster and faster, and market competition has become increasingly fierce. In this kind of competition, an enterprise must continuously improve its overall efficiency and performance if it wants to gain a competitive advantage. Levinson pointed out in 1976 that "most of the performance evaluation systems in use have many shortcomings, which has been widely recognized. The obvious shortcomings of performance evaluation are: the judgment of performance is usually subjective, impressional and arbitrary; The evaluations of different managers cannot be compared; Delayed feedback will make employees feel frustrated because their good performance has not been recognized in time, or annoyed by their judgments based on their shortcomings long ago. " Practice has proved that the effective way to improve performance is performance management. Because, performance management is a kind of management idea to improve the performance of employees and develop the potential of teams and individuals, so that organizations can continue to succeed.