(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.