Personal recommendation "Required Reading for Performance Management 12" is a book about performance appraisal, which is comprehensive and practical, but a little expensive, and can only be purchased from official website. But after reading it, you can understand performance appraisal from a unique angle, and you can also build a performance appraisal system step by step according to the steps in the book.

Regarding the understanding of performance management, the following articles are reproduced for your reference:

Performance management is a management tool that can easily quantify the contribution value of employees, which helps companies get feedback, review and evaluate whether employees' work is effective, and take corresponding measures to protect the company's interests.

Therefore, performance management is often the most direct and acceptable management tool for bosses.

Specifically, performance management has many functions or advantages for enterprises:

1, the individual performance of each employee will affect the performance of the whole team and even the whole company (especially small companies).

2. It clarifies the role and position of employees in the organization. Performance score can obviously measure employees' own ability and work efficiency, and even affect their career planning, psychological state and self-achievement.

3. Through the performance evaluation, we can get a lot of feedback and determine the areas that employees and the company need to improve. Performance evaluation also provides guidance for the personal training and development of employees and the strategic adjustment of enterprises.

4. If the performance is matched with a good salary system, it will motivate employees. What is relevant is the application of performance results such as "performance pay", which really realizes the incentive purpose of salary and welfare to employees.

5. The formulation, evaluation, review and improvement of performance indicators provide a space for employees to communicate with management. It helps senior managers find problems, define expectations and make future plans. This is also an important means to realize the organic combination of long-term goals and short-term goals.

6. Performance-related data can also be used to monitor the effectiveness of recruitment.

7. Performance management also helps management to decide the promotion, transfer and reward of employees.

There is no doubt that performance management is still useful today. Although academic circles have begun to criticize the incentive function of performance, it still has irreplaceable advantages in other aspects.