Performance management is the process of planning, appraising, and improving the work of employees, and finally making their work activities and work output consistent with organizational goals. The focus is on the process.

1. Performance management pays more attention to the process, the purpose is to control the management process, and the process is the guarantee.
2. Performance management emphasizes the consistency of organizational goals and personal goals, and emphasizes the simultaneous growth of organizations and individuals to form a “multi-win” situation; performance management embodies the “people-oriented” idea, and requires managers and employees in all aspects of performance management Be involved together.

As shown in the figure above, using the Performance management template , the personnel department initiates assessment tasks with one click, and employees complete the assessment online; all data in the assessment process is automatically counted, archived, and flexibly inquired; managers can use broken lines, bar graphs, Multi-dimensional data kanban such as dual axis chart to understand the performance management situation.

What is Performance Management ?

Some people think that performance  management is the result. This answer is the most common and fits the appetite of many managers. Many organizations like to use the banner of result-oriented and advocate no excuses.

Some people think that performance management is behavior, which is to judge the effectiveness of behavior based on the results of employees, and then use effective behavior to produce desired results.

Others believe that performance management is quality and ability. With the required quality and ability, the desired result will naturally be bred.

Although these views have shortcomings, they are understandable, and we can get a more accurate definition:

Performance is a combination of performance and effectiveness, and it is the work behavior, method, result and the objective impact produced during a certain period of time. In an organization, the performance of employees is specifically manifested in the quantity, quality, cost control and other contributions made to the organization.

For example, the performance management of teachers in our training school can be the full class rate in this semester, the renewal rate in the next semester, whether there are complaints from parents, high-quality courses, teaching innovation, attendance, etc.

The difference between performance management and performance appraisal

In the perception of many principals, they often confuse performance management with performance appraisal and think that performance appraisal is performance management. In fact, this perception is incorrect. I will compare the two to help everyone understand.

Specifically, the difference between performance management and performance appraisal is as follows:

1)Performance management is a complete management process, including performance planning, performance implementation, performance communication, performance appraisal and performance feedback. Performance appraisal is only a partial link and means in this management process.

2) Performance management runs through the daily management activities of the organization, and is carried out continuously, while performance appraisal only occurs in a certain period, which is a staged summary. For example, the performance of consultants is assessed once a month, and the performance of teaching teachers is assessed once in a semester, and summed up.

(3) Performance management focuses on the improvement of performance, and performance appraisal only emphasizes the evaluation of performance.

(4) Performance management includes the personal development of employees, fully considers the development needs of employees, and pays attention to the improvement of employees’ personal ability and quality, but performance appraisal does not include this content.

(5) In the entire performance management process, managers and employees have a cooperative relationship. When performing performance appraisal, managers and employees are on opposite sides, which can easily lead to mutual opposition.

 Performance Management and Development

( Performance Management Development , PMD) for the  enterprise employees one kind of performance evaluation appraisal system, performance appraisal system is different from the past, this system in addition to the specific performance of a particular period of time, but also requires the ability to develop future employees It can meet the company’s development goals. If the company adopts this system, in addition to the supervisor’s assessment of the employees’ performance in the past year, they will also discuss the future potential of the employees with other department heads as a basis for rewards, adjustments and promotion, and attach importance to employees Contribution to the organization’s goals and potential for future development. The purpose of performance management and development is to hope that supervisors and subordinates will communicate and discuss work expectations and performance to provide suggestions and feedback that will help future development, help improve work performance, and enable employees to gain Teaching each other, so that supervisors and subordinates can be in line with the strategic goals of the enterprise. Performance management not only includes the performance evaluation of individual employees, but also combines the performance of individual employees with the performance of the organization. The ultimate goal is to improve the overall effectiveness of the organization.