1, performance management theory training.

2, performance management tools, equipped with typical case analysis.

4. Index scoring method.

5, performance management stage division.

Auxiliary system of performance management training;

1, responsibility system.

2. Information system.

3. Feedback system.

4. Reward system.

5. Training system.

Key links of performance management training:

In the performance management model, incentive effect plays a very important role, which depends on the product of target price and expected value. Target valence refers to the degree to which the reward obtained when achieving the goal motivates the individual, or the degree to which the individual is punished when not achieving the goal.

Expectation refers to the possibility that individuals can achieve their goals, and the possibility that organizations promise to honor rewards or punishments. Only when these two aspects are very likely, the expectation is high enough. The following aspects are very critical here.

First, the content and method of incentives should be appropriate.

Second, employee performance goals should be reasonable and feasible.

Third, managers should pay attention to maintaining organizational credit.