Performance management is a goal-oriented, hierarchical decomposition of strategic goals to be achieved by enterprises. Through the evaluation and analysis of employees' work performance and performance, we can improve employees' behavior in organizational work, give full play to employees' potential and enthusiasm, and better realize the goals of enterprises. Performance management is a circular process of planning, preparation, guidance and communication, which attaches importance to both results and behavior.

The performance management system mainly includes four stages: post classification, task index implementation and release, process inspection and supervision, result feedback and implementation. Only a performance management system with four indispensable links can operate effectively and support the development of enterprises.

The formulation of performance plan is the basic link of performance management. Without a reasonable performance plan, performance management is impossible. Performance coaching and communication are important links in performance management. If this link is not in place, performance management cannot be implemented. Performance appraisal is the core link of performance management, and if there is a problem in this link, performance management will bring serious negative impact; The application of performance results is the key to the effectiveness of performance management. If there is a problem with the incentive and restraint mechanism for employees, performance management will not be effective.

Performance management emphasizes the consistency of organizational goals and personal goals, and emphasizes the synchronous growth of organizations and individuals, forming a "win-win" situation; Performance management embodies the idea of "people-oriented", and managers and employees need to participate in all aspects of performance management.