The process of performance management is the process of performance communication. I have compiled the following articles about establishing an effective performance management system for you, hoping to help you.

1, define the objectives and principles of performance appraisal.

The purpose of assessment should include understanding work performance, evaluating the feasibility of the target system, providing basis for knowing people, selecting people, employing people, evaluating people, educating people, retaining people and motivating people, providing basis for post changes, providing basis for the implementation of distribution system, providing information for human resource planning, financial budget and operation, providing basis for the decision-making of organizational change and development, and supervising and inspecting the process and effect of organizational change and development. Performance appraisal should be objective, fair, open, fair, scientific, true, accurate, democratic and centralized, with responsibility and rights combined with qualitative and quantitative assessment methods, scientific and feasible assessment cycle, appropriate assessment grade or score, reasonable assessment results, feedback to appraisers, and standardized and institutionalized assessment in place.

2. Pay attention to scientific performance management.

Although the implementation of performance appraisal is mainly the responsibility of line managers, the full-time human resource management department and financial department of enterprises also have unshirkable responsibilities. The human resources department is responsible for designing the implementation scheme and performance appraisal system of performance management; Supervise, inspect and help all departments of the enterprise to implement the existing performance appraisal system. The line manager is responsible for formulating employee performance standards and implementing performance management plans; The Finance Department shall be responsible for releasing the actual performance data of employees. In this way, the responsibilities of athletes and referees are separated, and so are the responsibilities of referees and rulemakers. So as to ensure the scientific, effective and objective performance management assessment system.

3. Strengthen the training of managers.

Managers are the backbone of the smooth promotion and implementation of performance management. Performance appraisal is a comprehensive work. Enterprises should seriously organize managers at all levels to participate in performance management training, endow them with relevant knowledge, skills and abilities, master evaluation criteria and avoid subjective assumptions. For managers at different levels, the training content should be different. Through training, managers can further understand the role that the employee performance management system will play, and the biggest beneficiary in this process is them, that is, the improvement of their own management level at the beginning, and at the same time free them from busy daily affairs to pay attention to more important planning and development work.

4. There is no need to evaluate the horizontal effect from all angles, and timely performance feedback is provided.

According to the principle that work is multi-faceted and performance is multi-dimensional, people have developed an all-round performance appraisal system in practical work. According to the latest survey, among Fortune Global 100 companies, more than 100 companies have applied a comprehensive performance appraisal system in their career development and performance appraisal. This system is so popular because it is comprehensive and reliable. By emphasizing the team and internal and external environment, it promotes total quality management to get feedback information from many people instead of a single person, which can reduce the influence of prejudice on the evaluation results, get feedback information from people around employees, and enhance employees' self-development awareness. However, there are also some problems in this system, such as collusion between employees, collective cheating, and conflicts between different opinions, so it is difficult to comprehensively deal with feedback from all sides. Therefore, other measures must be taken to assist performance evaluation.

5. Pay attention to performance communication between superiors and subordinates.

The process of performance management is the process of performance communication. For managers, performance communication helps managers to know the working conditions of employees in time and provide corresponding counseling and support for employees' problems. For employees, through communication, they can get timely feedback and help from their superiors and constantly improve their own shortcomings. Through performance communication, managers and employees can cooperate sincerely and form a performance partnership. In this way, the work of managers will be easier, the performance of employees will be greatly improved, and performance management will become a very simple matter. Moreover, performance communication is also a process of discovering and screening talents. Performance communication is mainly embodied in four aspects: goal setting communication, performance implementation communication, performance feedback communication and performance improvement communication. The four aspects cooperate with each other, step by step, and * * * together constitute the communication system of the enterprise. First of all, before making a performance plan, enterprise managers should clearly understand the objectives and analyze the work, then make performance standards and tell them to employees for discussion. Secondly, in the evaluation process, the superior supervisor should keep in touch with the employees of both sides on the implementation of the plan at any time, track the progress of the plan throughout, remove the obstacles encountered by the employees in time, and modify the employee's plan when necessary. This is the soul and core of the performance management system. After the assessment, superiors and subordinates should also communicate the assessment results, so as to find out the advantages and disadvantages of each employee's work, determine the future improvement direction and measures of employees, and then set new goals. In short, through communication, enterprises should let employees clearly understand the content of performance appraisal system, the method of setting goals, the standard of measurement, the relationship between efforts and returns, work performance, problems existing in work and methods for improvement in the future. Of course, leaders should listen to employees' expectations and voices for performance management, so that performance management can achieve the expected goals.

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